Quite understandably, David Cameron’s speech on Monday was applauded for being the first one dedicated to prison reform by a Prime Minister in over 20 years. Interestingly though, as he set out his ‘agenda for a revolution in the prison system’, one of the things that caught Unlock’s attention appeared towards the end of his

This week David Cameron unveiled a raft of prison reform measures.  One of these will be  to scrap the declaration of criminal convictions in the initial application stage for civil service jobs. Responding to this announcement, Unlock’s  Christopher Stacey said: “We welcome David Camerons’ commitment to the Ban the Box campaign and in changing the recruitment practice

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Press Release – 22nd January 2016 The High Court has today declared the Government’s criminal records disclosure scheme incompatible with Article 8 of the Human Rights Act. The judgment relates to the rule that anyone who has more than one conviction on their criminal record – regardless of the minor nature of the offences, how

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Today, we’re pleased to be releasing a Beta version of Recruit!, our new website for employers. With the strapline “supporting the fair treatment of people with criminal records”, Recruit! is website that supports employers to recruit people with convictions and deal with criminal records fairly. The aims of the site are to: Promote good recruitment

As part of our employment project, we’ve produced some short stories based on the experiences of people with convictions finding work. Each of the stories show something different, as we explain below. However, although every situation is unique, we think that the stories serve as a helpful way or showing the importance of supporting employers

Two years on since the launch of the Ban the Box campaign, Business in the Community (BITC), who lead the campaign, have marked the anniversary by launching a free step-by-step guide to creating a fair recruitment process in dealing with criminal records. We’ve endorsed the campaign since it launched in October 2013 in response to

As part of this project, we’re promoting ‘Fair Chance Hiring’ policies in our approach to employers. ‘Fair Chance Hiring’ originates from the United States and has ‘Ban the Box’ at the heart of changes in the recruitment practice of employers. One of the first steps is to develop a set of high-level principles for putting ‘Fair

As part of our policy and campaign work, we always have to make the case for why people with convictions should be treated fairly. An effective way of doing this is by using real stories and voices that are rarely heard. That’s why we’re looking for volunteers to help us with some work we’re doing

As our employment project has begun to gather momentum, we thought it was important to explain our approach to employers as part of this work. We recently published a specific page which sets this out in more detail, available here. We’ve also provided more details about how we support employers – this is available here.

Work is progressing well to lay the foundations for our project to challenge employment discrimination. We’re now at the stage where we want to start opening out the conversation, to help to shape the project. This update is the first of what we hope will be an ongoing conversation – with employers, with people with

As part of our project challenging employment discrimination, alongside our survey of employers and looking for evidence of bad practice, we’re also keen to hear from people with convictions about how they’d like to be treated when applying for work. In particular, we’d like to know what you think is a ‘fair’ way of dealing with criminal

Send us evidence of bad practice

Wednesday, 03 June 2015 by

As part of our project fair access to employment project, alongside our work to support employers to develop good practice, we’re also on the look-out for evidence of bad practice by employers with regards to the policies and processes that they have in place for job applicants with criminal records.   What do we mean

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