A recent YouGov poll commissioned by the national employment charity Working Chance has revealed that more than one in three HR decision-makers in the UK have encountered resistance to equity, diversity and inclusion (EDI) initiatives over the past year. The survey, which involved 565 HR leaders, indicates that opposition to such schemes is on the rise, sparking concerns about the impact on marginalized groups, particularly individuals with criminal convictions.
Impact on People with Convictions
Working Chance, a charity that supports women with convictions into employment, warns that scaling back inclusive hiring practices could entrench social exclusion and undermine efforts to reduce reoffending. Research consistently shows that stable employment is one of the most effective ways to prevent individuals from returning to the criminal justice system. The charity emphasizes that inclusive hiring is not only beneficial for individuals and their families but also for businesses, communities, and the economy as a whole.
Growing Legal and Political Pressure
The findings come amid increasing legal and political scrutiny of targeted inclusion schemes. A charity that organizes internships for Black and minority ethnic candidates has faced a lawsuit from an influencer for not offering equivalent programs for white applicants. Employers and charities in the UK fear that similar cases could follow, leading some to withdraw support from such initiatives. This trend, if continued, could make access to work even more difficult for those already facing significant barriers, including people with criminal records.
Government and Charity Response
The research was released during a conference at the Ministry of Justice (MoJ) this week, bringing together HR leaders, employers, and inclusion specialists to address a perceived “confidence gap” among employers. MoJ evidence shows that employment is the strongest protective factor against reoffending, which costs the UK economy an estimated £18 billion to £23 billion annually. The conference will explore concerns around risk, disclosure, DBS checks, and workplace integration, with organizers noting that misconceptions and lack of guidance remain major obstacles.
According to government estimates, approximately one in four working-age adults has some form of criminal record, including cautions and minor offences that may appear in background checks. Campaigners have long argued that the Disclosure and Barring Service (DBS) casts too wide a net, and they are calling for reforms. Despite the prevalence of criminal records, Working Chance’s data shows that 58% of HR leaders do not feel confident in recruiting and supporting individuals with convictions.
Personal Testimony
Rayhana, who chose not to disclose her surname, shared her experience with Working Chance’s support, likening it to being reborn. She applied for five jobs and received provisional offers, but all were revoked after her DBS certificate revealed her conviction. “It felt like I didn’t exist. Like society wanted to pretend that I didn’t exist,” she said. Her conviction stemmed from a period of poor mental health after losing her job, but she was determined to rebuild her life. With Working Chance’s help, she secured a job two years ago, which she describes as a game-changer. “Now I’m working, I have the tools to take responsibility and I won’t go back to my old life,” she added.
Ministry of Justice Statement
A Ministry of Justice spokesperson commented: “Employment is key in reducing reoffending, which costs the UK economy billions every year. Evidence consistently shows that businesses who employ people with convictions benefit from a loyal, skilled and committed workforce. Supporting access to work not only helps individuals to rebuild their lives but also delivers wider benefits for businesses, communities, and the economy as a whole.”
