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-offenders had done so over the last two years.
?As many as one in ten organisations with experience of employing ex-offenders say they tend to actively seek ex-offenders to employ. This shows significant room for improvement in enhancing the rehabilitation of people with criminal convictions through employment as a way to reduce reoffending. The main reasons employers are proactive in recruiting ex-offenders include: to boost their recruitment pool; and to support organisational policy.
?Only one in seven organisations ask job applicants if they have a criminal record.
?One-fifth of organisations say that their experience of employing ex-offenders was 慴etter than expected? with this being more commonly reported in the private sector. Of those organisations that had a 慴etter than expected?experience, they said that ex-offenders were more motivated to succeed than they expected and praised their attitudes and performance.
?Among the 134 organisations that record positive experiences with ex-offenders, the reasons given are that they settle into work well with colleagues (86%) and perform well (82%).
?Only 23 employers in the total sample of 474 respondents report https://www.51lunwen.org/uk/negative experiences when employing an ex-offender and these range from an ex-offender being subject to disciplinary action to issues about their employment being raised by colleagues and customers.
?Although many respondents found it difficult to answer the question, 40% of those who did answer say that the retention rate among ex-offenders is as good as those of employees without criminal convictions. The majority of employers report no difference in their experiences of employing
ex-offenders and people without criminal convictions.
Employers?agendas in recruiting ex-offenders
?The survey evidence shows that employers are more worried about ex-offenders having the soft skills of honesty (92%), reliability (89%) and personal behaviour (84%) than technical skills. But their experience of employing ex-offenders refutes such concerns, as respondents report satisfaction with the soft skills of ex-offenders they抳e employed and don抰 see them as less viable employees than their colleagues and co-workers.
?Relevant job skills are seen as being more important for public sector organisations (68%) and the least important in manufacturing, production and the construction sector (28%).
?Around half (52%) of organisations with experience of employing ex-offenders consider sexual offences to be the greatest cause for concern. And this concern with sexual offences is higher in the public sector (63%) and voluntary sector (58%) than in the private sector, where it is less of an issue (28%).
?Driving offences are of the least concern to employers, with 77% of them unlikely to take such offences into consideration when employing ex-offenders.
?Three-quarters of employers indicate that they would consider employing ex-offenders if they had the relevant skills that fit the needs of
Employing ex-offenders to capture talent
the organisation. This is followed by evidence of achievements and courses obtained while serving a sentence, and external support for line managers. Only 14% of organisations consider employer visits to prisons to learn about training programmes as an incentive to employ ex-offenders. Financial incentives are viewed in a similar light, with only 17% of employers considering this as a potential inducement i