Employing People with a Criminal Past

The Open Doors Initiative helps marginalised groups access work through training, education, employment, and entrepreneurship. It supports refugees, asylum seekers, migrants, people with disabilities, disadvantaged youth, members of the Traveller and Roma communities, LGBTQ+ people, and those with criminal convictions. Many in these groups still face higher barriers to employment in Ireland, even during times of near full employment.

By Jeanne McDonagh

It is estimated by the Irish Prison Reform Trust (IPRT) that around 15% of our population, approximately 800,000 people, are living with a conviction. This can be for a wide range of offences. That’s not a fringe statistic; it tells us this is a common life experience. It is not a defining label. And if it is something that has the potential to impact on high number of people, it’s time we stopped treating it like an exception.

But here’s the challenge: According to the CSO, 57% of people released from prison between 2016 and 2019 were still out of work or education three years later. That’s more than half, remaining in limbo, not because they’re unwilling but because recruitment and educational systems are potentially still holding them back. 

Evidence shows job opportunities and supportive relationships, such as family, are two of the most significant things that will help people to lead a decent life after prison and not reoffend. Recidivism rates are notably impacted in these cases, as people start a new life and want to succeed, leaving past mistakes in the past.

Poverty creates huge stress, so it simply doesn’t make sense that we expect people to turn their lives around after prison, without support to find jobs that can lift them out of poverty. As well as opening up more job opportunities, we need practical support like paid internships and mentoring to set people up for success.

According to an IPRT survey, 73% of job seekers who have a criminal past say their conviction limits their ability to get a job. These aren’t personal failures. These are systemic barriers. outdated policies and assumptions that cost us all.

Now here’s the opportunity: employment is a bridge, a bridge to housing, to purpose, to community and stability. This bridge is one of the most effective tools we have. Because a job doesn’t just support someone personally, it’s been shown to significantly reduce reoffending and save the State over €84,000 per prison place each year. That’s real social and economic return.

Why Hire People with Convictions?

A study from Northwestern University (Illinois) found that people with convictions actually stay longer in their jobs, with 13% higher retention than those who do not have a previous conviction. That’s not just good for people, it’s good for business.

And employers are ready. 90% of Irish employers, according to a poll by Solas, say they would hire people with convictions if given correct support. 80% of UK employers have had a positive experience doing so. And nearly all, 97%, agree that employment is key to successful reintegration.

Fair Chance Hiring is an approach to recruitment and hiring that promotes inclusion and equitable opportunities for candidates who have a criminal conviction. Assessing the candidate based on their qualifications, experience and potential – rather than immediately excluding them solely because of a past conviction for whatever that offence may be. Many jobs do not require a background check, but blanket bans exclude many who would make viable and talented employees. 

Positive Disclosure during recruitment

Disclosure is not obligated; it is a personal choice, and no individual should be forced to disclose any personal information if they are not comfortable doing so. When a candidate positively discloses a criminal conviction, employers have an opportunity to create an inclusive and fair hiring process.

• Foster an open and fair discussion
• Acknowledge their honesty – Thank the candidate for their transparency
• Keep the conversation confidential – only involve necessary decision-makers to respect the candidate’s privacy
• Ask relevant questions

 A person’s time since last conviction, age, and number of convictions are the most reliable predictors of risk of reoffending. Take into account experience, references, progression, legal restrictions/probation conditions and any other mitigating factors when making a decision. Further information can be found in our toolkit on recruitment of people with a criminal past.

There are two key Government policies and supports in this area: 

Department of Justice- Building Pathways Together 2025 – 2027

Department of Social Protection- Pathways to Work 2021 – 2025

These strive to ensure equitable access for people with a criminal past into work. At a time of nearly full employment, these people are often an overlooked, capable and eager workforce and jobs offered are often only entry-level, not meeting the skills of those who have reskilled while in prison or who have a conviction but were on probation. 

This isn’t just the right thing to do, it’s the smart thing to do. Together, we can build a society where everyone has a fair chance.

For more information, please visit www.opendoorsinitiative.ie.

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