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Reducing crime is an imperative for society and business. Employers have a stakeholder interest in the issue of tackling criminal behaviour for a variety of reasons, which are covered in the ‘business case’ included in the annex to this report. The most obvious reason relates to safeguarding property and resources against theft, fraud and vandalism. Secondly, employers have a common law duty of care to provide a safe working environment that includes protection of individuals from personal harm and violence.

 Additionally, it is illegal to employ people convicted of certain sexual offences where vulnerable children and adults are likely to be exposed to danger. (The Disclosure service provided by the Criminal Records Bureau enables employers to carry out security checks on employees so that employers don’t break the law by employing such people.) Less obvious perhaps is the self-interest of business in contributing to the creation of safe, inclusive and economically healthy communities in which businesses can gain greater prosperity.

This is a key driver for corporate social responsibility initiatives and current signs are that more organisations are realising that business reputations, image and branding are enhanced by involvement in community issues which are of concern to the public. But yet another reason forcing employers to act is the ‘war for talent’ phenomenon. CIPD research shows that employers continue to experience problems filling job vacancies.

Responses range from offshoring to a growing interest in labour market diversity and the development of employment policies and practices and innovative terms and conditions to attract a more diverse workforce. These prevailing pressures have created a climate in which the recruitment of ex-offenders is no longer something to be either ignored or avoided at all costs. More employers are beginning to recognise that ex-offenders are not a minority group in society. Startling statistics show they are in fact a large group. For example, one in three adult men under the age of 30 have criminal convictions. Many offences are for less serious crimes and carry sentences of six months or less. However, the stigma attached to offending means the chances of a person with a criminal record getting work is seriously damaged.

 This may not be surprising given that employers look for honesty and reliability in employees. Trust is a fundamental part of the unwritten psychological contract between employers and employees and once trust is broken down it is difficult to regain it. Nevertheless, the practice of marginalising people who have a history of offending, even after they have fulfilled a punishment regarded as appropriate, is no longer tenable and may even compromise the rights of ex-offenders under the Rehabilitation of Offenders Act.留学生论文https://www.51lunwen.org/

 (This law is due for review by Parliament in the light of Breaking the Circle, a report published by the Home Office in July 2002 following extensive consultation.) Evidence in the report by the Social Exclusion Unit, Reducing Reoffending by Ex-Prisoners (July 2002), identifies a number of important factors that influence rates of reoffending. Access to employment is key but ex-offenders are 13 times more likely to be unemployed than anyone else.
Getting a job is the single most important factor in reducing reoffending, cutting the rate by between a third and a half – a si本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。