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she says. ‘They’d explored some
of the stuff around risk and
management support and broken
down a lot of those barriers,
which meant that when Ban the
Box came out there was a really
strong precedent within the
organisation. One of the other
themes that emerged really
strongly from the campaign was
leadership, and we were very
lucky that one of their partners
was a really strong, powerful
advocate for the campaign
internally. I think once you’ve got
that commitment at that level of
seniority it reassures the people
who are going to be implementing
the changes and helps in setting
a bit of momentum and pace.’
So, turning it around for a
moment, what would her advice
be to someone with a criminal
record who’s looking for a job –
how can they best present
themselves in a positive light? ‘I
think probably the first, and
arguably most important, piece of
advice is find out exactly what
your criminal record is. There’s an
awful lot of people out there who don’t necessarily know the extent of their
record and don’t know what’s spent or unspent, and that can trip people up. So
that’s what we always say – find out exactly what it is, what you’d have to declare,
what are your unspent convictions.’
It’s also about building up an ‘evidence base’ to show to employers, she
stresses. ‘Building skills, building experience – so many employers that we speak
to say that they recruit for attitude and then train for skills. So when someone
comes to an interview and presents a really positive attitude towards that
employer – they’ve done their research, they’re really motivated and passionate
about learning the job – that stands for an awful lot. The challenge for people
with convictions is that often they don’t get the opportunity to get to that point
because they get screened out, which is what Ban the Box is trying to tackle.’
*****
So what would BITC say to an employer who was reluctant to hire someone with a
drug-related conviction? ‘My first port of call would be trying to understand whether
that’s borne out of personal fear or misconceptions, or whether there’s a genuine
operational barrier,’ she says. ‘I would always try to get an employer in front of
someone who had unspent convictions who could actually make them understand
that they’re a job seeker, they’re talented, they have their own skills and experience
that they could offer, and break down some of that fear and stigma.’
While clearly there are some people with convictions that mean they’ll never
be able to work in specific industries or roles, they’re the minority, she stresses.
‘With most people, if they’re able to tell their own personal story in a way that
helps the employer understand that they’re not going to be a risk to the business
or customers, then there are actually very few operational barriers to employers
taking them on.’
There’s also a strong argument that people who’ve overcome things like a
substance problem or prison sentence would bring a strength of character – and
be extremely loyal – to any employer that gave them a chance. ‘What we’re
absolutely not advocating for is positive discrimination,’ she states. ‘We’re saying
that different life experiences develop their own specific qualities in an individual,
and I think employers, more and more, are having to look in different places to
find the qualities they need in an employee. With this whole concept of recruiting
June 2014 |
drinkanddrugsnews
| 9
www.drinkanddrugsnews.com
Cover story |
Employment
‘With this whole concept
of recruiting for attitude
and training for skills...
that determination and
grit that some people
have if they’ve overcome
particularly challenging
life experiences are
arguably greater than in
some other candidates.’
Nicola Inge
for attitude and training for skills – particularly in terms of some of the entry level
jobs – the qualities and the positive attitude, and that determination and grit that
some people have if they’ve overcome particularly challenging life experiences
are arguably greater than in some other candidates.’
The organisation is now also involved in some EU-funded research into health
inequalities in childhood, welfare and employment. The data is still being
analysed but among the preliminary findings are that people facing multiple
barriers to work ‘really value the personalised, accessible support’ provided by
specialist agencies such as drug or homeless charities, and that a wide network
of support is also vital, with many clients engaging with three or four agencies
when looking for work. ‘It was also interesting that for people with substance and
alcohol misuse issues, their sustainment rates for jobs were actually higher than
some of the other groups we support,’ she says.
And in terms of BITC’s extensive dealings with employers, does she feel that
stigmatising attitudes towards people who’ve had drug problems are still
entrenched, or are they starting to soften a little? ‘From the way employers are
talking to us, I think it has developed a little bit,’ she says. ‘Really, what they’re
saying is “give us the right people for the job”. It’s less about them needing to
understand everyone’s background and experience and more about wanting to
understand what that person can offer to the organisation. In that respect it has
developed. We certainly don’t take the approach of selling in our Ready for Work
graduates because of the experiences they’ve overcome – it’s more about “look
what this person can do, look what they can bring to your business”. I think that’s
kind of the shift in narrative.’
What’s ultimately vital is supporting people to tell their story in the most
positive light to employers, she stresses. ‘So in terms of disclosing convictions,
it’s about practising what that disclosure statement might be, and how you can
explain to the employer that the experience you’ve overcome – or your previous
conviction – isn’t going to present a risk to them. And also being very confident
about what it is that you can bring as an employee.’
The Recovery Festival 2014 takes place on 1-2 July. Full details at
www.recoveryfestival.org.uk
www.bitc.org.uk