Finding and sustaining meaningful work is a pivotal moment in helping individuals with prior convictions rebuild their lives. Yet, the road to employment is a difficult one, with only 30% of prison leavers securing jobs within six months of their release. However, this figure reflects more than just employment challenges, it underscores the need for support, understanding, and a fairer approach to recruitment and ongoing support at work.
For small and large businesses, this presents a unique opportunity to make a real difference. By embracing second-chance hiring, these organisations can access an untapped pool of talent, strengthen workplace diversity, and contribute to building stronger, more inclusive communities.
This guide is designed to provide actionable steps to help employers navigate the journey of supporting people with prior convictions, from recruitment to long-term success.
Our missionAt Offploy, we are dedicated to empowering businesses to embrace inclusive hiring by supporting the employment of ex-offenders and championing fair recruitment practices.
With a strong focus on diversity and inclusion, we work closely with organisations to cultivate workplaces where everyone has the opportunity to succeed. Our goal is to break down barriers, fostering growth for both businesses and communities alike. |
Why Hiring People with Prior Convictions Benefits Your Business
An untapped talent pool
People with prior convictions often bring valuable skills, determination, and a strong desire to rebuild their lives. Many undergo training or education while serving their sentences, equipping them with qualifications needed for skilled roles.
For instance, 20% of women seeking employment through Working Chance, a recruitment agency dedicated to helping women with criminal convictions, are graduates. This highlights that many individuals with prior convictions do have the qualifications and potential to thrive in skilled roles, challenging common misconceptions about their abilities.
By hiring ex-offenders, businesses can address chronic skills shortages, particularly in industries like construction, logistics, and manufacturing, while contributing to social equity.
Loyal and hard-working employees
Individuals with prior convictions often exhibit exceptional loyalty and a strong work ethic. For many, meaningful employment represents a pivotal step toward stability and greater self-worth. This drive makes them less likely to job-hop, reducing recruitment costs for employers.
When given the opportunity, they consistently demonstrate their value by becoming dependable and committed team members. Indeed, according to this report by the Ministry of Justice, 86% of employers of ex-offenders rate them as good at their jobs.
Enhancing social responsibility through employment
Employing people with convictions is not just a business decision, it’s a statement about fairness, inclusion, and the belief in second chances. Supporting ex-offender employees can contribute to reducing reoffending rates, helping to create a positive impact on crime reduction.
Companies that embrace social responsibility by hiring previous offenders often see enhanced reputations and increased goodwill from customers and stakeholders. 92% of employers contacted from this government study reported that diverse recruitment practices have improved their reputation and contributed to securing new contracts.
These efforts underline a commitment to recognising potential over past mistakes, fostering a fairer and more equitable workplace culture.
How to Build an Inclusive Workplace That Supports Ex-Offenders
Stage 1: Laying the foundations before hiring
Tackle bias in recruitment
If your business has yet to hire people with priority convictions, start by examining your current recruitment policies and practices. Consider whether existing processes unintentionally discourage individuals with criminal records from applying.
One of the first steps toward inclusivity is addressing biases in recruitment. Inclusive practices such as removing checkboxes about criminal records on initial applications like “Ban the Box” ensure that candidates are evaluated based on their skills and experience.
Training hiring managers to conduct fair, individualised risk assessments fosters decision-making rooted in potential rather than stigma. When you recruit with inclusivity in mind, you support a team that values fairness and diversity.
Create a culture of inclusivity
An inclusive workplace starts with leadership actively promoting second-chance hiring. Conducting workshops and education sessions to break down stereotypes can help employees understand the value of supporting people with prior convictions.
Updating company policies to explicitly include provisions for individuals with criminal records reinforces this commitment, setting a tone of acceptance and fairness.
Building an inclusive workplace can feel challenging, but you don't have to tackle it alone. Here at Offploy, we are dedicated to supporting businesses like yours in hiring individuals with prior convictions, providing expert guidance every step of the way.
Click here to learn more about how we can help you navigate the recruitment process and create a workplace that values second chances.
Stage 2: Conducting a fair and supportive interview
Focus on skills
Interviews should prioritise a candidate’s experience, skills, and enthusiasm for the role. Framing questions around future goals and potential contributions—rather than dwelling on past mistakes—creates a positive, professional environment.
This approach allows candidates to demonstrate their value without being defined by their conviction.
Ensure a welcoming environment
A welcoming interview process starts with respect and transparency. Interviewers should explain the company’s inclusive hiring approach, which can help candidates feel supported.
If discussing a conviction is necessary, focus on how the individual has learned from their experiences and their goals for the future. This balanced approach fosters trust and confidence.
Stage 3: The first few weeks post-hire
Customise your onboarding process
A tailored onboarding process ensures that new hires feel supported and valued. Clear explanations of workplace policies, expectations, and available resources are crucial.
Onboarding should also introduce company values and offer practical guidance to help employees settle into their roles.
Build strong workplace relationships
Assigning mentors or workplace buddies can help new employees integrate more effectively into their new place of work. These connections provide a safe space for questions and advice, fostering a sense of belonging.
Regular check-ins with supervisors during the first few weeks enable employers to address any challenges early and reinforce open communication.
Stage 4: The first six months
Provide training opportunities
Continuous learning is key to employee growth. Offering technical training alongside soft skills development, such as communication and time management, empowers employees to build confidence and take on greater responsibilities.
Clear career progression pathways further motivate individuals to see a long-term future within the organisation.
Proactively address barriers
While at work, maintaining an open-door policy ensures employees feel comfortable discussing challenges, allowing businesses to respond with solutions promptly.
Outside of work, practical challenges such as transportation or housing can also hinder employee success. Employers can proactively support staff by partnering with local charities and services to address these issues. Such charities include:
Stage 5: Long-term retention and growth
Recognise achievements
Celebrating employee milestones and successes reinforces their sense of belonging. Recognition—whether through promotions, awards, or public acknowledgment—demonstrates the organisation’s commitment to valuing its team members. This approach fosters loyalty and motivation across the workforce.
Refine your support systems
Feedback is essential to maintaining an inclusive workplace. Regularly reviewing support systems and soliciting employee input ensures that policies remain effective and relevant.
Demonstrating a willingness to adapt based on feedback reinforces trust and strengthens workplace culture.
In summary:
Supporting people with prior convictions is a win-win for businesses and society. By embracing inclusive hiring practices, companies gain access to a skilled, motivated workforce while making a meaningful impact on individuals and communities.
With the right strategies, from fair recruitment processes to ongoing support, organisations can build environments where all employees thrive.
We're Here To Help: Contact Offploy today to learn more about creating an inclusive workforce and implementing second-chance hiring strategies that work.