By Maria Cleary, David O’Loughlin, Rebecca Higgins, and Jessica Nolan.

Executive Summary This report examines the attitudes of employers in Ireland to hiring people with convictions(s) (PWCs) and the experiences of PWCs in employment. Employment remains a key protective factor on the desistance journey and supports the development of an inclusive, fair, and equal society (Carr et al., 2015; Healy, 2017; Reich, 2017). Successful reintegration can partially be measured by employment outcomes for PWCs (Ramakers, 2021). There is evidence that employers are broadly open to hiring PWCs, but raise concerns based on perceptions of risk in doing so. The absence of guidance and uncertainty about evidence-based approaches and legal requirements leads to inconsistent policies and practices while PWCs continue to face intersecting barriers to employment and reintegration. This report draws on a multi-method study of employers’ attitudes to hiring PWCs and experiences of employment pathways for PWCs, comprised of a survey (n = 55), interviews (n = 23), and a participatory symposium of key stakeholders in the summer of 2023. The report presents 10 recommendations based on the key findings listed below. – Perceptions of risk without an evidence base underpinned employer concerns about hiring PWCs including but not limited to safeguarding, reputational damage, reoffending, personality, qualifications, job performance, and lack of support. – Opportunities for progress emerged, with employers broadly willing to hire PWCs, but seeking guidance, information, and support to do so. – Half of the survey participants did not have specific policies or practices that require disclosure of criminal convictions but Garda Vetting and GDPR requirements are not clearly understood by all employer participants or PWCs. – Persistent barriers to employment for PWCs include stigma, lack of transparency in hiring processes, demands on resilience, motivation and desistance, and narrowing job opportunities. – The imperative of shifting mindsets from moral censure to inclusive policies and practices was highlighted, with the need for clear communication and messaging

Dublin: Irish Penal Reform Trust, 2024.  48p.