Palladium’s UK team has officially signed on to the Ban the Box campaign, marking a significant step forward in inclusive recruitment practices aimed at supporting individuals with past criminal convictions.

“It’s essentially a fair-practice recruitment drive, which means that Palladium can be a more inclusive employer in the UK,” said Tom Onions, who spearheaded the initiative at Palladium. He explains that Ban the Box transforms hiring practices. “It means that people who have criminal convictions aren’t thrown off course in the recruitment process too early.”

Currently, recruitment forms often include a checkbox for declaring any criminal convictions – “it can be anything from shoplifting when you’re 16 to a driving ban,” Onions notes. He describes the policy as “a bit too arbitrary just having this box,” where candidates worry that their application “will just be thrown in the bin.”

By signing the campaign, Palladium declares that “we don’t have this box" on their forms. Onions adds that as part of the application, he was required to provide statements from HR leaders, highlighting the overall commitment to inclusive hiring.

“This initiative allows us to draw down the best talent from everyone,” says Onions. He adds that, in the UK, approximately 30,000 people with criminal convictions are currently unable to get work and that it’s often small initiatives like this that help people move that dial.

It’s a sentiment echoed by Palladium’s UK VP of HR Katy Brecht. "We have always been proud to be an inclusive employer,” she says. “We understand the benefits this brings to enhancing our culture, as well as allowing us access to the UK’s best talent."

The Scale of the Challenge

Research confirms the severity of the employment barrier for people with convictions in the UK. The Ministry of Justice estimates that around 9.4 million working-age adults in the UK hold a nominal record, amounting to roughly one in four people.

Despite this high figure, only 17% of individuals with criminal convictions secure employment within a year of release and only 26.5% of prisoners in England and Wales are employed post-release.

Numerous studies show that stable employment is a key factor in reducing reoffending. The Ministry of Justice reports that former offenders in sustained employment are nine percentage points less likely to re-offend. Recent reports from the Ministry confirm that employment and education are among the most effective interventions in reducing reoffending.

Onions adds that inclusive hiring not only helps individuals but also benefits employers by addressing skill shortages, improving productivity, and bolstering company reputation.

Why Ban the Box Matters

Ban the Box shifts criminal history checks to later in the recruitment process, allowing candidates to be judged first on skills and qualifications. This avoids premature bias and gives individuals a fairer chance to demonstrate their suitability for roles.

“This plays a critical role in ensuring inclusive recruitment practices,” Onions notes, stressing that removing the upfront box encourages more candidates to apply in the first place.

For Palladium, joining Ban the Box reinforces a broader commitment to diversity, equity, and social responsibility. By eliminating unnecessary barriers, he says that the company hopes to foster an environment where everyone has a meaningful opportunity to contribute.

This move reflects an important shift in corporate mentality – embracing second chances not only for the benefit of individuals but for the health of communities and the labour market as a whole. With thousands facing needless exclusion, programs like Ban the Box offer a pathway toward growth, rehabilitation, and shared prosperity.