EMPLOYING EXOFFENDERS

1
(No Transcript)
2

• EMPLOYING EX-OFFENDERS
• The Rough Guide
• Peter Rabbitts
• Acas
• 01254 689236
• prabbitts_at_acas.org.uk

3
EMPLOYING EX-OFFENDERS

• Factors affecting the issue
• Or
• The pros and cons
• of employing ex-cons
• Litigious society
• Regulation and rehabilitation
• Recruitment process
• Managing risk

4
EMPLOYING EX-OFFENDERS

• Rehabilitation of Offenders Act 1974
• Spent convictions
• Rehabilitation periods
• Offences which are never spent
• Exceptions to the Act

5
EMPLOYING EX-OFFENDERS

• Police Act 1997
• Introduced three levels of disclosure
• Basic
• Standard
• Enhanced

6
EMPLOYING EX-OFFENDERS

• Information gathering
• Make it clear where disclosure will be required
• Issue statement expressing willingness to
  consider ex-offenders
• Request details of convictions only from
  prospective interviewees
• Get all other information to assist the
  recruitment decision before applying for
  disclosure

Source CIPD
7
EMPLOYING EX-OFFENDERS

• In conclusion
• Clarify the requirements of the job
• Focus on the skills brought by the applicant
• Identify the relationship (if any) between the
  job and the offence(s)
• Identify risks and explore their management

8
EMPLOYING EX-OFFENDERS

• The great majority of offenders face
  unemployment on release from prison
• Most offenders cease to offend after the age of
  25
• Research shows that employment is the single
  most important factor in reducing re-offending
• HR Managers cite the employment of ex-offenders
  as a positive experience

Source CIPD
9
EMPLOYING EX-OFFENDERS

• More Information
• on this topic
• www.nacro.org.uk
• www.disclosure.gov.uk
• and on employment issues generally
• www.acas.org.uk
• www.dti.gov.uk
• www.tiger.gov.uk

10
(No Transcript)