Employing with conviction: The experiences of employers who actively recruit criminalised people

Abstract

In England and Wales, criminal reoffending costs £18 billion annually. Securing employment can support desistance from crime, but only 17% of ex-prisoners are employed a year after release. Understanding the motivations of employers who do recruit criminalised people therefore represents an important area of inquiry. This article draws upon qualitative interviews with 12 business leaders in England who proactively employ criminalised people. Findings reveal that inclusive recruitment can be (indirectly) encouraged by planning policies aimed to improve social and environmental well-being and that employers often work creatively to meet employees’ additional needs, resulting in commercial benefits and (re)settlement opportunities.

Citizenship on probation: Understanding the labour market exclusion of criminalized people in Scotland

“…While we were unable to probe reasons for this, we might hypothesise that this relates to the fact their conviction is undoubtedly unspent by virtue of being subject to community supervision, or that the demands of their order preclude participation in employment. Capece (2020), for example, explored how probation conditions impact self-perceptions of employability among recent releasees. Their results suggests a negative correlation between number of conditions and perceptions of employability among probationers.…”

“…Yet, the opposite experiences were reported by a small group of UK business leaders who actively recruit people with convictions. (Atherton and Buck, 2021). They described this employee group as hardworking and trustworthy, and their employment of people with convictions are enhancing their corporate image with customers and potential employees.…”

Criminal records, discrimination, and Aboriginal communities: Enhancing employment opportunities

“…Employers demonstrated creativity in their approaches to recruitment, reflecting the nature of the work and the target employment cohort (see also Atherton & Buck, 2021, p. 191). They described methods of supporting employment while also managing risk and potential stigma in employing people in specific roles and/or locations and managing access to sensitive information.…”

“…These 'intermediaries' may be able to bridge the gap between potential employers and people with a criminal history trying to negotiate access to employment. Their work ranged from helping establish identification documents to building relationships of trust with employers (see also Atherton & Buck, 2021).…”