Identify all relevant stakeholders, including board members, employees and trades unions, hiring managers, clients, commissioners, and beneficiaries, and consider their needs, interests and concerns.

Understand the current culture and attitudes towards hiring people with convictions in your organisation and among stakeholders. See Run an annual ex-offender perceptions survey.

Develop a comprehensive communication plan that includes tailored messaging, channels, and timing for each stakeholder group.

Consider potential challenges and objections from stakeholders and develop strategies to address them.

Engage board members and seek their approval and support for your initiative.

Engage colleagues, trades unions and hiring managers and provide training and support to build their confidence and skills in hiring people with convictions.

Engage clients, commissioners, and beneficiaries and provide information on your commitment to hiring people with convictions and the benefits of doing so.

Use a range of communication channels, such as newsletters, social media, webinars, and events, to engage stakeholders and share your messaging.

Evaluate the effectiveness of your communication plan and adjust it as needed to ensure it meets the needs of stakeholders and achieves your goals.

Monitor progress and celebrate successes, such as internal and external approvals, to maintain momentum and motivate stakeholders to continue supporting your initiative. See Create a bank of case studies of existing colleagues with convictions.