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1. Getting the culture right

Run an annual ex-offender perceptions survey

Running an annual ex-offender perceptions survey can benefit employers who want to consistently, safely and fairly recruit people with convictions. The survey can provide valuable insights into the experiences of ex-offenders when it comes to finding employment, which can help employers improve their recruitment processes and policies to better support this group of job seekers. This action can demonstrate a commitment to diversity and inclusion, and help employers attract a wider pool of talent.

What does success look like?

  1. A better understanding of how ex-offenders view your company's recruitment process.

  2. Identification of areas where the recruitment process can be improved for ex-offenders.

  3. Demonstrating the company's commitment to creating a safe, fair, and inclusive recruitment process for ex-offenders and building a more inclusive workplace culture.

  4. Increased trust and positive reputation amongst ex-offenders.

  5. Attraction of a wider pool of qualified job candidates.

  6. Potential positive media coverage and recognition as a socially responsible employer.

How would Offploy do it?

  • Set a clear purpose for the survey: Determine what insights you want to gain from the survey, such as the effectiveness of your recruitment process, the company's reputation amongst ex-offenders, and what steps can be taken to improve the hiring process for people with convictions.

  • Identify the target group: Decide on the specific group you want to survey, such as ex-offenders who have applied for jobs in your company, or those who have been successful in securing a role. You may even choose to survey all colleagues, after all, some may have past convictions that did not have to be disclosed to you.

  • Draft survey questions: Develop questions that align with the purpose of the survey and gather information about the specific areas you want to investigate.

  • Test the survey: Before launching the survey, test it with a small group of individuals to check for any issues with wording or design.

  • Launch the survey: Send out the survey to the target group. You could create it in Microsoft platforms like "Forms" and send a link or QR code to save on admin and postage. Provide clear instructions on how to complete the survey and a deadline for responses.

  • Collect responses: Once the survey has closed, collate the responses and analyse the data to identify trends and key insights.

  • Share the results: Share the survey results with the relevant stakeholders, such as the HR and CSR teams. Consider creating an action plan to address any areas for improvement identified in the survey.

  • Take action: Implement the necessary changes based on the survey findings to improve the hiring process for ex-offenders. Report your findings and any consequent actions to the company as a whole. If you want people to complete the survey it is good to let them know that their responses have influenced your decision making and policies.

  • Repeat annually: Regularly run the survey on an annual basis to monitor progress and continue to improve the recruitment process for ex-offenders.

Examples in Practice

Offploy has several examples of Ex-Offender Awareness Surveys that we have developed. If you would like our help with developing one tailored to your company we would be pleased to help!

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