Ban the Box webinar roundup: How to respond to the disclosure of criminal convictions

On 3rd June we held the third in our series of Ban the Box online events. We focused on How to respond to the disclosure of criminal convictions; highlighting how employers can effectively assess the risk and relevance of convictions and hire people with criminal convictions.

Our speakers

  • Nicola Inge, Work Inclusion Campaign Manager, Business in the Community

  • Scott Hill, HR Director, Interserve Support Services

  • Howard King, Projects Director, J M Scully

  • Dominic Headley, Legal Officer – Resettlement Advice Service, Nacro

What to consider when responding to disclosure

Nicola Inge opened the webinar by speaking about the progress of the Ban the Box campaign to date. She highlighted why we’re encouraging employers to positively and effectively respond to the disclosure of criminal convictions.

She explained that it’s not just about a risk assessment process – there are a number of stages to consider when responding to disclosure.

How Interserve Support Services assesses candidates on a case-by-case basis

Scott Hill shared how Ban the Box aligns with Interserve Support Services’ strategies to attract, secure and retain the best talent for their roles as well as supporting the corporate aims to support ‘disadvantaged’ groups.

He shared how Interserve gathers and assesses disclosures of criminal convictions during the recruitment process, taking into account the relevance of the applicant’s convictions against the specific requirements of the role and contract.

Employers can overcome barriers to recruit the best candidate

Howard King spoke of J M Scully’s experiences when recruiting a candidate who had license restrictions that could have impacted on his ability to perform the role. Howard explained how and why the company chose to support this candidate to overcome these barriers and the success they’ve had in doing so.

Deciding whether to hire? Consider real not perceived risks

Dominic Headley outlined the systems and process that employers can use to assess the risk and relevance of criminal records and decide whether to hire. He advocated for a common sense approach that considers the real risks related directly to the role and candidate in question.

He shared the elements that a criminal record risk assessment should include. In particular, he highlighted the need to consider the circumstances around each offence, as criminal offence categories can be misleading and do not provide enough information on which to base a decision.

Want to know more?

Christopher Stacey, Director of Services at Unlock, has written a blog after attending the webinar. Read his views on Dealing with criminal convictions – embedding a positive process of disclosure.

Get in touch if you have banned the box, are planning to, or would like support to do so.

Register for the next webinar in the series: How to Ban the Box, on 23rd September.

For roundups of previous webinars as well as other resources to support you to Ban the Box, visit the Ban the Box resource bank.