Ban the Box Employer Guide

Business in the Community’s Ban the Box campaign calls on employers to create fair opportunities for ex-offenders to compete for jobs by removing the tick box from application forms, and asking about criminal convictions later in the recruitment process. Ban the Box employers publicly commit to fairly assessing criminal convictions; judging candidates first and foremost on the basis of their skills and suitability for a role, rather than their past mistakes.

Objective and transparent recruitment practices give people with criminal convictions, who are skilled and able to work, the opportunity to compete fairly for roles and move on from their past mistakes. And there are business benefits too – increasing the diversity of the talent pool and reducing the unnecessary exclusion of talented individuals from roles.
It may be that your business operates a policy of automatic exclusion for people with criminal convictions, or perhaps you do not have a tick box, but your recruiters are not sure how to effectively assess criminal convictions. Whatever stage you are at, this guide provides a step-by-step approach to help implement a fair and open recruitment process.

Ban the Box steps

The guide takes employers through four steps to becoming a Ban the Box practitioner:

  • Step one: Understand your starting point
  • Step two: Assess legal, regulatory and contractual requirements
  • Step three: Develop your recruitment process
  • Step four: Put Ban the Box into practice

The guide also contains a myth-busting section and a glossary.

About this document

The Ban the Box Employer Guide was originally published in 2015, hence it uses our old branding. Despite its age, the document contains relevant and useful information. However, some specific links, case studies and statistics may be out of date.

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