As many as one in four Brits have a criminal record, but it can often be an unfair disadvantage in getting hired.
This week, a national campaign will encourage UK business owners to be more open-minded to hiring ex-offenders.
The ‘Unite 1K’ initiative from the Fair Chance Business Alliance (FCBA) is calling on 1,000 employers to adopt more inclusive attitudes to hiring and not overlook a largely untapped talent pool, as it could address both skills shortages and cut long-term costs.
A potential solution to skills shortages
Fairer hiring practices could stand to benefit both those out of work due to their criminal records and businesses themselves.
Many sectors are facing persistent labour shortages, with many businesses struggling to fill roles due to shortages of specialised skills.
FCBA’s campaign argues that excluding candidates based on whether they’ve had a previous conviction is limiting access to a substantial and often overlooked talent pool. By ‘substantial’, we’re talking around 9.6 million people.
There’s also a strong macro-economic case to be made beyond plugging skill gaps. Reoffending is estimated to cost the UK £26.3bn every year, and stable employment is widely recognised as one of the most effective ways to reduce it.
“The UK cannot afford to sideline a ‘waiting workforce’ the size of Greater London” explains FCBA Chair Keith Jones.
“Many of these records stem from minor or historic incidents. For instance, in 2022, 30% of all convictions for women were for non-payment of a TV license. Fair Chance Week is about raising awareness and championing the benefits of opening doors to opportunity, whilst proving that across every sector, there is resilient, trustworthy talent ready to work.”
Growing employer support and practical tools
Through the Fair Chance Charter, described as a “Disability Confident” equivalent for the justice sector, businesses are encouraged to formally introduce inclusive hiring practices and remove barriers that are no longer relevant.
A new digital platform has been developed in collaboration with Accenture to provide businesses with tools, guidance, and access to partners to help seamlessly adopt a fair chance approach in their recruitment process.
The campaign has widespread support from a coalition of businesses, charities and government stakeholders, with early adopters citing that hiring based on potential rather than criminal record status can lead to stronger teams and high retention.
Shifting perceptions and reducing barriers
One of the main barriers to the successful uptake of the campaign will be employer perception and the stigma facing those with criminal records.
However, importantly, campaign leaders highlight that often, criminal records relate to minor or historic offences, and may not reflect a candidate’s current capabilities or reliability.
As confidence in the campaign grows, there’s hope that it can normalise fair chance hiring, because beyond being socially rewarding and economically beneficial, it also supports wider government ambitions to increase employment and reduce welfare dependency.
So if you’re a business owner struggling to recruit or retain reliable staff, it’s worth getting on board with this initiative. As well as helping you become a more socially responsible business, fair chance hiring opens doors to an enormous untapped candidate pool, which can help address skills gaps within your business.
