A not so Well‐Lit Path: Employers' Perspectives on Employing Ex‐offenders

Haslewood-Pócsik, Ilona; Brown, Steven J; Spencer, Jon

doi:10.1111/j.1468-2311.2008.00501.x

Cited by 34 publications

(35 citation statements)

References 2 publications

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“…Employers who are younger, have tertiary qualifications, work in larger companies and/or report a previous positive experience hiring an ex-offender are more likely to report favourable attitudes towards employing ex-offenders (Fahey, et al, 1996;Graffam, Shinkfield, Lavelle & Hardcastle, 2004;Haslewood-Pócsik, Brown & Spencer, 2008;Lukies, et al, 2011;). …”

Section: Introductionmentioning

confidence: 99%

An exception to the rule: Belief in redeemability, desistance signals, and the employer’s decision to hire a job applicant with a criminal record

Reich

2017

Journal of Offender Rehabilitation

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Section: Introductionmentioning

confidence: 99%

An exception to the rule: Belief in redeemability, desistance signals, and the employer’s decision to hire a job applicant with a criminal record

Reich

2017

Journal of Offender Rehabilitation

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“…Therefore, existing literature and government initiatives emphasized the importance of using work as a means to improve health outcomes (17)(18)(19), and reduce re-offending rates among offenders (22). However, barriers to employment among patients with offending histories are numerous, including stigma, homelessness, substance misuse, negative attitudes among employers, and lack of relevant skills and qualifications (7,23,24). Furthermore, evidence from the UK suggests that while it is possible to support offenders with mental disorders into mainstream employment, only a minority of these individuals are offered help (7).…”

Section: Employment Supportmentioning

confidence: 99%

“…In the UK, lack of employment support costs (e.g., criminal record checks, uniforms, travel to interviews) have been identified as additional barrier (30). Furthermore, employers may reluctant to employ people with offending histories especially sex offenders (24). While the IPS model originated in the USA, several studies demonstrated that IPS can transport successfully to other countries including the UK (58,59).…”

Section: Feasibility Issuesmentioning

confidence: 99%

A Feasibility Cluster Randomized Controlled Trial of Individual Placement and Support (IPS) for Patients With Offending Histories

et al. 2020

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Objective: To examine the feasibility of conducting a fully powered randomized controlled trial (RCT) of Individual Placement and Support (IPS). IPS is a form of supported employment which aims to put people into open employment quickly and in accordance with their preferences. It is delivered by employment specialists collocated within clinical teams, and provides time unlimited support for the individual and their employer, along with welfare benefits counselling.Method: A feasibility cluster RCT of treatment as usual (TAU) plus IPS versus TAU alone was conducted over 12 months among patients with offending histories in a community forensic setting in the UK. The feasibility criteria were to achieve 50% recruitment rate; 50% completion rate for IPS; 50% completion rate of all outcome measures; and 80% acceptability rating for IPS. The primary efficacy outcome was the proportion of people in open employment at 12 months. The secondary outcomes were other vocational and educational activities; Brief Psychiatric Rating Scale; Rosenberg's Self-esteem Scale; Client Service Receipt Inventory; quality of life using the SF12-v2 and EQ5-D3; Social Functioning Questionnaire; Work Limitation Questionnaire; and reoffending.Results: Participants' mean age was 39.2 years. The majority were male (88.9), White British (72.2), and single (72.2%). Over 72% had no higher qualification beyond secondary education; mean years in education was 10.4. Over one third had schizophrenia, one fifth had depression, and the rest had personality disorder as their primary diagnosis. Participants had a lifetime average of 7.5 convictions for 15.5 offences. The recruitment rate of all referrals was 38.3% (IPS n = 11; TAU n = 7). Completion rate for IPS was 54.5, with 45.5% acceptability rating. Completion rates for outcome measures for the groups at baseline and 12 months ranged from 22.2 to 100%. The proportion of people in open employment at 12 months were 9.1 and 0% for IPS and TAU respectively.

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“…Haslewood -Pócsik, Brown, and Spencer (2008) examined several topics related to employing formerly convicted individuals in northwest England and found support for many of the abovementioned factors. 16 Noteworthy is that, next to job skills, several "soft skills" such as honesty and reliability were rated as highly relevant characteristics.…”

Section: Employer Willingness To Hirementioning

confidence: 99%

Impact of Incarceration on Employment Prospects

Apel¹,

Ramakers²

2018

Handbook on the Consequences of Sentencing and Punishment Decisions

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A not so Well‐Lit Path: Employers' Perspectives on Employing Ex‐offenders

Cited by 34 publications

References 2 publications

An exception to the rule: Belief in redeemability, desistance signals, and the employer’s decision to hire a job applicant with a criminal record

An exception to the rule: Belief in redeemability, desistance signals, and the employer’s decision to hire a job applicant with a criminal record

A Feasibility Cluster Randomized Controlled Trial of Individual Placement and Support (IPS) for Patients With Offending Histories

Impact of Incarceration on Employment Prospects

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