- Could my company be at risk of indirect discrimination if…?
- Are you keen to recruit people with a criminal record and looking for help in finding applicants?
- Is a tick box damaging your diversity efforts? – Upcoming webinar 10th May
- Ineligible check for a HGV driver role
- Misleading question for a volunteer role
- NHS trusts and the need to include references to filtering
- Employer does a standard Disclosure and Barring Service check for an unregulated role
- New official guide for employers on open recruitment
- Unlocking the potential of the UK’s ex-offenders
Why is this important?
Over 10.5 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.
Below are quick links to the top 5 most visited parts of the practical guidance section: