Nearly a quarter of the 300 men were identified as having come into contact with children professionally, and a “small number” of men may still be, the BBC report stated.
This meant that they could have passed in-depth background checks when applying for jobs, the report suggested.
“The findings are deeply disturbing and demand urgent action,” Katie Waissel, founder and director at OWHL, a safety network that provides verification in the creative industries, told HR magazine.
“It is appalling that individuals with such histories could infiltrate positions of trust with minors and vulnerable adults. Safeguarding must never be treated as a box-ticking exercise – the consequences of failure are devastating.”
Employers should rely on official background checks when hiring candidates to work with minors or vulnerable people, according to Kate Palmer, employment services director at HR consultancy Peninsula.
Speaking to HR magazine, she said: “When employing individuals to work in roles with minors or vulnerable people, employers should use recognised methods to check suitability such as a Disclosure and Barring Service (DBS) checks, or relevant alternatives, which will alert them of relevant information.
“Employers should ensure that they carry out thorough reference checks, satisfying themselves that the referees are genuine. One of the ways employers can do this is by using publicly available contact details, rather than those provided.”
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Employers have a legal obligation to ensure candidates are suitable to work in schools, social services and healthcare, according to Rachel Phillips, employment associate at Mills and Reeve LLP.
"Employers such as schools, social services and healthcare providers have a heightened responsibility to ensure the safety of children and vulnerable people," she told HR magazine.
However, background checks do not always uncover the full extent of candidates' behaviour, Phillips added.
She continued: "As the BBC report highlights, DBS checks will not always uncover past affiliations or other lawful (if morally reprehensible or social unacceptable) behaviours.
"They are also out of date the moment they are issued. This all means that DBS checks only ever provide part of the picture."
The Metropolitan Police held the list of men involved in the Paedophile Information Exchange (PIE) as secret information for around 20 years.
Nearly half (45%) of the people on the list were convicted or cautioned for sexual offences against children, with charges including abuse images, kidnap and rape.
In situations where background checks aren’t possible, employers should monitor employees while they are in employment, Palmer added.
She suggested: “In this case, names were contained in a 'secret list' not reasonably available to prospective employers.
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“Therefore, it is important that employers closely monitor the suitability of employees during their employment, immediately taking action to deal with any behaviour, suspicions or allegations that crop up that raise concerns about suitability.”
Behaviour-based reference evaluations could also help HR with safeguarding while recruiting people into roles that involve working with minors, Waissel advised.
She continued: “At OWHL, we uphold an uncompromising commitment to safety, employing a zero-tolerance approach to any lapses in protective measures. Our comprehensive 360-degree safety checks include rigorous background vetting, behaviour-based reference evaluations, and digital footprint analysis to identify potential risks before they become threats.
“Additionally, OWHL equips members with personal alarm systems and robust reporting mechanisms, empowering individuals and organisations with real-time tools to strengthen accountability and enhance protection.”
