- Guest blog: Bloomsbury Institute becomes the first higher education institute to Ban the Box for staff and students
- Using a spent conviction to revoke an employment offer breaches data subject rights
- Asking for self-disclosure during recruitment – is it necessary?
- Should schools ask applicants to self-disclose criminal records?
- Asking applicants to self-disclose can be deemed excessive, says ICO
- Changes to the recruitment process of a hospice whose application form was unclear about what needed to be disclosed
- New guidance published to support employers with GDPR, data protection and processing criminal records in recruitment
- Cabinet Office call for evidence on employing people with convictions
- Leading charity requesting an ineligible criminal record check for an administrative role
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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