Outcare Western Australia > Crime Prevention in Action

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450,000 PEOPLE IN WA TODAY HAVE A CRIMINAL RECORD!

Employers will vary in their view of what information they need to know about criminal convictions.

The key point for employers to bear in mind is relevance. If, when recruiting and selecting people for jobs, employers decide that they need to know if a person has had a criminal conviction, then it needs to be made clear that only relevant convictions will be taken into account when assessing suitability.

By doing this, the employer will maximise on:

The chances of getting the best person for the job. If employers will not employ anybody with a criminal conviction, no matter how minor or irrelevant, they are depriving themselves of a large proportion of the workforce
The chances of getting a truthful reply to questions on application forms or at interviews. If employers do not make it clear why they require the information, the exoffender (fearing automatic rejection or how the information is to be used) may not disclose
The chances of existing employees openly discussing all work related issues with management. Employees who are unsure of their employer's policy on conviction will be reluctant to raise any issue which may, by chance, reveal an undisclosed conviction. This has implications on health and safety, staff morale, training and development.

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