FOR EMPLOYERS
Employers will demonstrate they have begun their journey towards Fair Chance readiness by implementing key policies and practices and planning for the reception of people with criminal records into their workforce. They will have started to align their team with this mission and publicise their Bronze membership.

Bronze employers are required to meet all the required standards below and have Board level (or similar) support for Fair Chance Employment. Bronze employers have up to 12 months to progress to Silver, with membership lapsing after 2 years pending reapplication (support will be provided).

FOR CANDIDATES
Bronze employers understand the law on hiring people with criminal records, clearly explain their approach in pre-application materials and will protect your privacy if you apply. They are working towards actively welcoming people with criminal records into their teams, but this may be a work in progress.

FOR EMPLOYERS
Employers will be able to show that they and their teams are prepared and ready to welcome candidates with criminal records and give them a Fair Chance of employment. They will be well versed and up to date on the law (including Criminal Record checks) as it applies to their own organisation, how to conduct thoughtful and balanced safeguarding and risk management, and how not to collect or record any more criminal record information than is necessary, any sooner than is necessary. They flag any exceptions to candidates before application.

Silver employers must meet all the Bronze standards and the additional Silver standards outlined below. Employers may apply for Silver membership at any time they are ready; they apply for renewal every two years.

FOR CANDIDATES
Silver employers welcome applications from appropriately skilled candidates with criminal records, and they have established this inclusive culture within their teams. They understand how the law relates to their own hiring practices, they generally ask for no more information than they need no sooner than they need it, and they understand how to balance your history against the role you’re applying for. If they have any exceptions, or need a Criminal Record check or disclosure, they will make this all clear before you apply.

FOR EMPLOYERS
Employers can show that they are not just welcoming but proactive. They seek opportunities to attract people with criminal records into their workforce through relevant partnerships, dedicated programmes and thoughtful onboarding support. They always assess a candidate’s skill-based suitability for a role before considering risk and are well trained and experienced in evaluating difficult disclosures. Gold employers set the public example to which other alliance members aspire.

Gold employers meet all the required standards at Bronze, Silver and Gold. Employers may apply for Gold membership once they have achieved Silver and met the Gold standards; renewal is required every three years.

FOR CANDIDATES
Gold employers go above and beyond to find, recruit and promote candidates with criminal records. They won’t ask about your history until you’ve demonstrated you’re a good fit for the job, they will never ask for more information than they need, and they’ll always address any disclosure sensitively and thoughtfully. Gold employers choose to invest in training other businesses, partnering with charities or prisons, or creating specific learning opportunities for people with criminal records. They are the leaders of the Fair Chance movement.