For employers
Good intentions need workable recruitment, decision-making, confidentiality, onboarding and retention processes behind them.
Civic Helm helps employers examine how candidates with convictions move through recruitment and employment, then build a documented process that fits the organisation, role, sector and jurisdiction.
Review the current candidate journey and identify points where practice, documentation or decision-making could be clearer.
Develop a documented process for consistent, proportionate handling of relevant information within the agreed jurisdiction and sector.
Give hiring and line managers practical guidance on handling conversations, information and decisions professionally.
Think beyond recruitment and build conditions that support sustainable employment.
Employer network
The Civic Helm Fair Chance Employer Network is the framework through which interested employers can participate in the wider Second Chance mission, share practical learning and explore responsible routes into work. Participation and any specific commitments are agreed clearly rather than implied by use of the name.
The initial model is a participation network, not a certification or regulatory accreditation. Any future standard or assurance mark would require clearly defined criteria and verification before being represented as such.
Employer engagements may also create opportunities to sponsor Second Chance action plans or other defined support for individuals who could not otherwise afford it. Any sponsorship model will be transparent about what is funded and what the employer does — and does not — receive in return.
Rules governing criminal-record questions, checks, privacy and hiring vary by jurisdiction. Employer support is therefore scoped around the location, role and sector involved, with specialist review identified where necessary.
We can begin with a discussion of your current recruitment process, roles and objectives.