Shifting the dial: Three ways employers can build confidence toward hiring people with criminal convictions

In this article, our Programme Director for Justice Services Will Hall explores the importance of inclusive recruitment to people with criminal convictions and outlines three practical steps organisations can take to unlock this untapped talent pool.

One in four working-age adults in the UK has a criminal background, according to estimates. Yet, despite overwhelming evidence that employment is one of the most effective ways to reduce reoffending, our latest research at Reed in Partnership reveals a troubling statistic: in 2025, one in five employers still say they would automatically reject a candidate who discloses a criminal conviction.

This approach excludes a significant portion of the population from the labour market, people who are ready to work, contribute, and rebuild their lives. It’s not just a social issue; it’s a missed opportunity for employers to tap into a resilient, committed and often overlooked talent pool.

The business case for inclusive recruitment

Our research shows that employers who have hired individuals with criminal convictions consistently rate them as equal or better than other staff in terms of commitment, resilience and trustworthiness.

Three actions employers can take

If employers are serious about building inclusive, resilient workforces, they can move beyond good intentions and take proactive steps. Our research and experience point to three key actions:

1. Develop a clear organisational policy

Only 29% of employers we surveyed have a formal policy guiding recruitment decisions around criminal convictions. A clear, honest, and consistently communicated policy sends a powerful signal to potential employees, partners, and the wider community that your organisation is committed to fair and inclusive hiring.

Employers in our network report that having a transparent approach builds trust and strengthens working relationships.

2. Provide practical guidance for hiring managers

A policy is only as effective as its implementation. Hiring managers need practical tools and training to assess risk fairly and apply the organisation’s values in real-world scenarios. This guidance empowers managers to make consistent, confident decisions and embed inclusive practices into recruitment processes. It also helps hiring managers make informed decisions aligned with company values.

3. Offer ongoing workplace support

Inclusive recruitment doesn’t end at the job offer. To build a sustainable and resilient workforce, employers must continue supporting employees with criminal convictions once they’re hired. This can take many forms, from mentoring schemes to management training and helps ensure long-term success for both the employee and the organisation.

Embedding change

Employers have the power to shift the dial. By embracing inclusive hiring practices, they can unlock untapped potential, strengthen their workforce, and contribute to safer, more cohesive communities.

The question is no longer why employers should hire people with criminal convictions, it’s how.

To learn more about the approaches of four employers we work with read our latest report: Employer attitudes to employing people with criminal convictions.