Outcare Western Australia > Crime Prevention in Action

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Why Should Employers Consider Convictions Discrimination Myths About Employing People With Records The Recruitment Process Assessing A Conviction Recruitment Literature Interviewing Selection for Employment If Undisclosed Convictions are Revealed References State and Federal Legislation e.g. of a rejection letter on criminal conviction e.g. of a rejection letter on skills and experience Useful addresses Outcare Employment & Training Human Rights & Equal Opportunity

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•Myth: Exoffenders are only capable of doing manual or repetitive work. People with criminal records come from all areas of our society. They represent a cross section of the workforce. Many of them have useful skills and qualifications.
Exoffenders are unreliable - they arrive late or not at all. In general they are as reliable as other workers.

• Myth: Someone will always have to be watching over them. Incorrect. Exoffenders are people who have committed a crime and who have worked through their punishment. Most of them want to make a fresh start.

• Myth: Exoffenders are a high risk. All the statistics point out that exoffenders are not a high risk. Only two of the 300 placements which Outcare has made over the last four years have offended against their employers.

• Myth: Other employees won't want to work with them. There is no need for employees other than line managers to know of the employee's past. You'll be surprised how quickly the exoffender will fit in, given the opportunity of a fresh start.

• Myth: The existence of criminal convictions is an indication of being untrustworthy. Many people assume that exoffenders have a basic character flaw that is not found in the "normal" population. In the vast majority of cases, these are "normal" people who have made a mistake and are keen to put it behind them.

• Myth: An exoffender would not be a conscientious worker and would only be working for the money. Not true. Most exoffenders feel they have something to prove and will be loyal and conscientious workers.

•Myth: "Once a crim always a crim" Over 30% of the WA workforce has a criminal record. That figure includes employers as well as employees and people out of work. It stands to reason that people can and do put their past behind them - if given the opportunity.

• Myth: Our Company policy excludes exoffenders because of the type of work involved or legal restrictions. It is a common misunderstanding that certain professions and trade licences bar people with criminal records. In fact, refusal is determined by type of offence not by the existence of an offence.

• Myth: Why should I go out of my way to employ an exoffender when there are so many other unemployed people available. This implies that you are employing a person because of their criminal record - doing them a favour. In fact, with correct recruitment procedures, you will have employed them on their merit and skills as with any other unemployed applicant.

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