- Inclusive recruitment: what to consider for candidates with criminal records
- Recruitment & Employment Confederation becomes Ban the Box employer
- The answer to Oxfam’s safeguarding problems is not enhanced DBS checks
- Charities must act now to prepare for changes to the rules on criminal records
- Basic criminal record checks launched today by the DBS
- Changes to the recruitment process of a cleaning company whose application form was unclear about spent convictions
- A recruitment agency with a blanket ban on placing people with unspent convictions
- Lecturer post in a university not eligible for an enhanced DBS check
- Recruiting apprentices in the motoring industry? Make sure you ask the right questions
Why is this important?
Over 11 million people in the UK have a criminal record, with around a third of people claiming Job Seekers Allowance having received a criminal record in the last 10 years, and yet 75% of employers admit to discriminating against applicants on the basis of a criminal record.
People with irrelevant criminal records are often discouraged from applying for jobs that ask about them on the application form.
Employers can’t afford to ignore the diverse skills and experience of people with criminal records.
Ricky’s experience of applying for work shows the benefit to employers that ‘ban the box’ from application forms, instead dealing with criminal records at the job offer stage, giving people a chance to be interviewed on their merits.
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