Ensure all line managers are familiar with the “Recruiting People with Convictions Policy”, its detail and the reason why the company has decided to recruit people with convictions. See Create a digestible, stakeholder-led Ex-offender policy

Make line managers aware of the Inclusion Champion and how they should be integrated into the induction process and ongoing management of any issues. See Appoint an Ex-offender Inclusion Champion

Provide examples to line managers to demonstrate how individuals can change and want to put their past behind them. See Deliver colleague ex-offender awareness sessions presented by people with lived experience

Explain how many people with convictions remain under some form of supervision even after leaving prison. See: [Supervision in the community (after release from prison and on probation or community order) - Unlock](https://unlock.org.uk/advice/supervision-in-the-community-after-release-from-prison-and-on-probation-or-community-order/#:~:text=For individuals serving a community order or suspended,which replaces the previous ‘activity’ and ‘supervision’ requirement.)

Introduce line managers to a real person with a conviction so that they can ask questions and allay fears. See Deliver colleague ex-offender awareness sessions presented by people with lived experience

Explore real scenarios where line managers may have to deal with situations in the workplace of resistance from other colleagues and how they might deal with those. Even when you have embedded an excellent and inclusive culture there will be some individuals who struggle to accept working with people with conviction and particularly certain types of offence. it is important that the person with a conviction feels supported and valued while addressing any legitimate concerns that other colleagues may have. If your risk assessments have been robust and followed through this should be less likely to become an issue. See: Review new roles against your risk management framework