by Khalil Osiris

Did you know that around “80 million Americans have a criminal record outnumbering any ethnic minority group”? That’s more than any ethnic minority group in the country! Yet, despite this staggering number, individuals with criminal records often face significant barriers to employment, perpetuating a cycle of poverty and unemployment. The good news is that many companies and organizations are working together to break down these barriers and create a more inclusive workforce. In this blog post, we’ll explore the impact of criminal records on employment opportunities, the inspiring work of the Second Chance Business Coalition, the benefits of hiring individuals with criminal records, and the human resource management strategies that can promote inclusive hiring practices.

Key Takeaways

• 80 million Americans have a criminal record, outnumbering any ethnic minority group
• Business Roundtable is advocating for inclusive hiring practices to create employment opportunities and economic benefits
• Despite legal restrictions and stigma, individuals with criminal records can make powerful contributions when given the opportunity – join us in creating an equitable workforce that brings social & economic prosperity!

The Impact of Criminal Records on Employment Opportunities

80 million Americans have a criminal record.

Nearly 80 million Americans possess a criminal record, with over 19 million having a felony on their permanent record. This can lead to legal restrictions, stigma, and discrimination, resulting in economic consequences for individuals and communities.

But there’s hope on the horizon. The Business Roundtable has been a strong advocate for inclusive hiring practices, including hiring individuals with criminal records. An increasing number of companies are acknowledging and accepting the benefits of employing individuals with criminal records, implementing inclusive hiring practices.

Indeed, numerous influential vice presidents and executive directors are advocating for human resource management strategies that foster inclusive hiring, with the executive director playing a crucial role in implementing these strategies.

Barriers to employment

One of the primary barriers to employment for individuals with criminal records is the legal restrictions on occupational licensing. Many states have laws that restrict individuals with criminal records from obtaining certain licenses, limiting their job opportunities.

Eaton CEO Craig Arnold, a vocal advocate for inclusive hiring practices, encourages other business leaders to understand occupational licensing requirements to help create pathways for people with criminal records to gain employment.

Another obstacle is the utilization of criminal history in background checks by employers, making it challenging for individuals with criminal records to find employment due to the associated perceived risk.

Stigma and discrimination can have devastating effects on individuals with criminal records. Negative stereotypes and assumptions can lead to limited employment prospects and other forms of social exclusion. Discrimination in the job market can result in reduced employment opportunities for these individuals, as employers may be hesitant to hire them due to the perceived risk associated with their past criminal history.

Nevertheless, the acceptance of individuals with criminal records can foster a diverse and inclusive workforce, more jobs, have a positive impact on the surrounding community, and strengthen the economy. Many inspiring success stories of formerly incarcerated people showcase their triumph over stigma and their significant contributions to society.

Individuals with criminal records face numerous economic challenges, including:

• Difficulty in securing employment
• Lower wages and earning potential
• Limited career opportunities
• Financial instability
• Limited access to housing and loans

These are just a few of the consequences they may experience.

Prolonged unemployment due to discrimination in the job market can have a detrimental effect on their financial wellbeing. Moreover, due to discrimination, individuals with criminal records frequently face reduced wages and earning potential, resulting in enduring financial instability and challenges in attaining financial security.

The Second Chance Business Coalition: A Step Towards Inclusivity

The Second Chance Business Coalition focus on inclusivity through employment opporrtunities.

The Second Chance Business Coalition is an inspiring effort to promote inclusivity by involving business leaders in providing meaningful employment opportunities for individuals with criminal records. The coalition is devoted to broadening second chance, or fair chance, hiring practices.

Business leaders are making a difference by providing employment opportunities for individuals with criminal records, helping them to reintegrate into society. Success stories like Next Chapter, a program founded by messaging technology and Salesforce subsidiary Slack, demonstrate the potential of individuals with criminal records when given the opportunity to gain technical training and mentorship in the tech sector.

Goals of the coalition

The Second Chance Business Coalition aims to:

• Promote the benefits of second chance employment
• Equip employers with resources to hire individuals with criminal records
• Increase the number of companies offering job opportunities to individuals with criminal records
• Uplift individuals with criminal records and create a more inclusive workforce.

The benefits of employing individuals with criminal records can be significant, including enhanced workforce inclusivity, positive community impact, and an economic boost. Human resource management strategies, such as rethinking risk assessment, providing training and support programs, and cultivating partnerships with community organizations, can help create a more diverse and equitable workplace.

Business leaders’ involvement

The Second Chance Business Coalition is a powerhouse of inspiring companies, including Accenture, Allstate, American Airlines, Aon, AT&T, Bank of America, Best Buy, BorgWarner, Cisco, and more companies. These business leaders are committed to reducing recidivism, increasing employment opportunities for individuals with criminal records, and reducing the full cost and stigma associated with having a criminal record.

Motivating success stories like Best Buy, which hired over 1,000 individuals with criminal records, and McDonald’s, which employed over 2,000, demonstrate their commitment and the positive impact they can impose on the lives of these individuals.

Success stories

Next Chapter is a program founded by Slack, a messaging technology and Salesforce subsidiary. It focuses on helping individuals with criminal records to access technical training and mentorship, so they can build successful careers in the tech sector. The program’s success highlights the talent and immense potential of individuals with criminal records when given the right support and opportunities.

It also showcases how second chance hires can:

• Reduce turnover rates
• Break the cycle of poverty in many American communities
• Further strengthen the local economy
• Improve workforce inclusivity.

The Benefits of Hiring Individuals with Criminal Records

Employing individuals with criminal records offers advantages to businesses and society, such as enhanced workforce inclusivity, a positive impact on communities, and economic strengthening. Inclusive hiring practices can create a lasting impact and give companies a competitive edge in the market.

Furthermore, research suggests that retention rates are likely to be higher when hiring people with criminal records. By hiring individuals with criminal records, companies can contribute to breaking the cycle of poverty and positively influence local economies.

Improved workforce inclusivity

Companies can cultivate a more diverse and inclusive workforce by employing individuals with criminal records. This not only benefits the individuals with criminal records, but also contributes to a more equitable work environment for all employees.

Research has found that companies with diverse workforces often outperform those that lack diversity, as they can better tap into the full potential and expertise of their employees and better understand the needs of their customers.

Positive impact on communities

Employing individuals with criminal records can exert a significant positive effect on families and communities. Providing these individuals with employment opportunities can reduce their chances of reoffending and help them reintegrate into society successfully.

Furthermore, hiring individuals with criminal records can:

• Tackle high levels of joblessness among formerly incarcerated individuals
• Contribute to a more stable and productive community
• Reduce the stigma associated with criminal records
• Benefit both the individuals and the community as a whole.

Strengthening the economy

The employment of individuals with criminal records can significantly boost the nation and economy. By providing employment opportunities and breaking the cycle of poverty and unemployment, businesses can help to create a stronger and more productive workforce.

Moreover, organizations that hire individuals with criminal records often report that they bring invaluable perspectives, skills, and dedication to the workforce. This can contribute to overall economic growth and prosperity for all members of society.

Human Resource Management Strategies for Inclusive Hiring

Inclusive hiring practices mean a more equitable working environment for all employees.

To foster inclusive hiring practices, strategies in human resource management can include adjusting risk assessments, offering training and support programs, and building partnerships with other partners and community organizations, all aiming for a more diverse and equitable workplace.

These strategies can help employers foster an environment that values diversity and inclusivity, ensuring that individuals with criminal records have a fair and equal chance to showcase their qualifications and skills

Best practices for risk assessment when hiring individuals with criminal records include:

• Eliminating policies or practices that automatically exclude individuals based on any criminal record
• Training managers to properly assess the nature and seriousness of the offense and consider the time that has passed since the offense
• Conducting individualized assessments that take into account the relevancy of the crime to the job position

Compliance with Ban the Box and Second Chance laws, which promote fair chance in hiring people, is also crucial in ensuring a fair and consistent hiring process.

There are several inspiring training and support programs available for hiring individuals with criminal records, such as the National H.I.R.E. Network, Job Assistance Programs, and Career Development and Training. These programs strive to increase employment opportunities and provide support and guidance to workers throughout the job search process, ensuring that individuals with criminal records have access to the necessary skills and resources to succeed in the job market.

Partnering with community-based job developers and organization and program leaders can help ensure that justice-involved individuals are given the right skills and support to be successful in the workforce. By providing training and support programs, connecting individuals with mentors, and helping to remove obstacles to employment, community organizations can play a crucial role in fostering an inclusive and supportive hiring process.

Breaking Down Barriers: Success Stories of Formerly Incarcerated People

Returning citizens can contribute meaningully to society.

The success stories of previously incarcerated individuals, and women who have managed to surmount stigma and carve out successful careers, underscore the significance of support from employers and mentors, and the potential of those with criminal records to contribute meaningfully to society. These stories serve as a powerful reminder that individuals with criminal records, when given the right opportunities and support, can defy the odds and achieve success in their personal and professional lives.

Possessing a criminal record often leads to social stigma, resulting in feelings of shame, guilt, and exclusion. Overcoming this stigma is essential for individuals with criminal records to be viewed as individuals with promise and potential, rather than simply being defined by their past mistakes.

By providing second chances and embracing individuals with criminal records, employers can help break down barriers and create a more inclusive workforce.

Employers and mentors have a pivotal role in the success of previously incarcerated individuals. By providing support, guidance, and opportunities for growth, they enable individuals with criminal records to gain valuable skills and experience that can help them successfully reintegrate into society.

This support can have a profound impact on the lives of individuals with criminal records, empowering them to overcome challenges and achieve their full potential.

Previously incarcerated individuals, when provided with proper support and opportunities, can make significant contributions to society. They can:

• Take part in workshops and educational programs
• Share their experiences with others
• Offer support to other formerly incarcerated individuals as they navigate the challenges of reintegration.

By contributing to society in these meaningful ways, formerly incarcerated people who have served time can demonstrate their ability to make a positive difference in life and help break down the barriers and stigmas they face.

Addressing Legal Restrictions and Challenges

Addressing legal restrictions and challenges associated with employing individuals with criminal records is of course a crucial aspect of fostering inclusive hiring practices. Employers must be aware of state and federal laws, such as anti-discrimination laws and Ban the Box laws, which can impact their ability to hire individuals with criminal records.

Balancing risk and opportunity when hiring individuals with criminal records is also crucial in order to make smart, informed decisions about their potential to succeed in the workplace.

Advocacy for policy change can significantly contribute to the advancement of inclusive hiring practices, by raising awareness about the benefits of employing individuals with criminal records, and promoting policy changes to support these practices.

While there is no federal law that prohibits employers from asking about arrest and conviction records, federal law does prohibit employers from discriminating against applicants based on their criminal conviction or history. Employers should also be mindful of:

• State laws that may impact their ability to hire individuals with criminal records
• Anti-discrimination laws
• Liability concerns
• Ban the Box laws

Ensuring compliance with these laws is vital in order to provide fair and equal opportunities for individuals with criminal records.

Balancing risk and opportunity when hiring individuals with criminal records requires careful consideration of the following factors:

• The nature and relevancy of the crime to the job position
• The time that has passed since the offense or completion of the sentence
• The nature of the job and its requirements

By taking these factors into account, employers can make informed decisions about hiring individuals with criminal records.

Individualized assessments and compliance with Ban the Box and Second Chance laws can help employers make informed and unbiased decisions about the potential of individuals with criminal records. By considering both risk and opportunity, employers can ensure that they are making fair and equitable hiring decisions.

Advocacy for policy change is essential in promoting inclusive hiring practices for individuals with criminal records. By raising awareness of the benefits of hiring individuals with criminal records and advocating for policy change to support inclusive hiring practices, advocates can help create a more equitable hiring landscape for all.

This can ultimately lead to a more diverse and inclusive workforce, benefiting both individuals with criminal records and the broader community.

Summary

In conclusion, the impact of criminal records on employment opportunities is significant, but with the right support and strategies, barriers can be overcome. Initiatives like the Second Chance Business Coalition and the adoption of human resource management strategies that promote inclusive hiring practices can help individuals with criminal records find meaningful employment. By rethinking risk assessment, providing training and support programs, and building partnerships with community organizations, employers can create a more diverse and equitable workplace. Together, we can break down barriers, create a more inclusive workforce, and harness the untapped potential of the millions of Americans with criminal records.

Frequently Asked Questions

Do 80 million Americans have a criminal record?

Roughly one in four Americans (80 million) have a criminal record, with over two million people incarcerated in the US. This means that despite their best efforts, many people may face difficult barriers when it comes to finding and keeping a job.

How many Americans are convicted felons?

Nearly 19 million Americans in prison have been convicted of a felony, representing almost one-third of the total U.S. adult population.

How can companies promote inclusive hiring practices?

By introducing risk-assessment changes, providing training and support for employees with criminal records, and forming partnerships with community organizations, companies can create a more inclusive and equitable workplace.

What benefits can hiring individuals with criminal records bring to businesses and communities?

Hiring individuals with criminal records can bring businesses and communities increased workforce inclusivity, a positive effect on local environments, and a stronger economy.

How are business leaders involved in the Second Chance Business Coalition making a difference?

Business leaders in the Second Chance Business Coalition are making a real difference by providing employment opportunities to people with criminal records and helping them reintegrate into society, ultimately reducing recidivism.

References

1. “Nearly 80 million Americans possess a criminal record, with over 19 million having a felony on their permanent record.” – Shannon, S., Uggen, C., Schnittker, J., Thompson, M., Wakefield, S., & Massoglia, M. (2017). The Growth, Scope, and Spatial Distribution of People With Felony Records in the United States, 1948–2010. Demography, 54(5), 1795–1818. https://doi.org/10.1007/s13524-017-0611-1
2. “The Business Roundtable has been a strong advocate for inclusive hiring practices, including hiring individuals with criminal records.” – Couloute, L. (2018, October 01). Out of Prison & Out of Work: Unemployment among formerly incarcerated people. https://www.prisonpolicy.org/reports/outofwork.html
3. “One of the primary barriers to employment for individuals with criminal records is the legal restrictions on occupational licensing.” – Couloute, L. (2018, October 01). Out of Prison & Out of Work: Unemployment among formerly incarcerated people. https://www.prisonpolicy.org/reports/outofwork.html
4. “Individuals with criminal records face numerous economic challenges, including: Difficulty in securing employment Lower wages and earning potential Limited career opportunities Financial instability Limited access to housing and loans” – Pager, D. (2003). The mark of a criminal record. American Journal of Sociology, 108(5), 937–975. https://doi.org/10.1086/374403
5. “The Second Chance Business Coalition is an inspiring effort to promote inclusivity by involving business leaders in providing meaningful employment opportunities for individuals with criminal records.” – National Employment Law Project. (2020). Fair Chance Licensing Reform: Opening Pathways for People With Records to Join Licensed Professions. https://www.nelp.org/publication/fair-chance-licensing-reform/
6. “Human resource management strategies, such as rethinking risk assessment, providing training and support programs, and cultivating partnerships with community organizations, can help create a more diverse and equitable workplace.” – Travis, J., Western, B., & Redburn, S. (Eds.). (2014). The Growth of Incarceration in the United States: Exploring Causes and Consequences. Washington, DC: The National Academies Press. https://doi.org/10.17226/18613
7. “Research suggests that retention rates are likely to be higher when hiring people with criminal records.” – Finlay, A. (2009). Stigma and Work. Annual Review of Sociology, 35, 65–81. https://doi.org/10.1146/annurev-soc-070308-120016
8. “Employing individuals with criminal records offers advantages to businesses and society, such as enhanced workforce inclusivity, a positive impact on communities, and economic strengthening.” – Pager, D. (2003). The mark of a criminal record. American Journal of Sociology, 108(5), 937–975. https://doi.org/10.1086/374403
9. “Business leaders’ involvement The Second Chance Business Coalition is a powerhouse of inspiring companies, including Accenture, Allstate, American Airlines, Aon, AT&T, Bank of America, Best Buy, BorgWarner, Cisco, and more companies.” – Travis, J., Western, B., & Redburn, S. (Eds.). (2014). The Growth of Incarceration in the United States: Exploring Causes and Consequences. Washington, DC: The National Academies Press. https://doi.org/10.17226/18613
10. “Best practices for risk assessment when hiring individuals with criminal records include: Eliminating policies or practices that automatically exclude individuals based on any criminal record Training managers to properly assess the nature and seriousness of the offense and consider the time that has passed since the offense Conducting individualized assessments that take into account the relevancy of the crime to the job position Compliance with Ban the Box and Second Chance laws” – National Employment Law Project. (2020). Fair Chance Licensing Reform: Opening Pathways for People With Records to Join Licensed Professions. https://www.nelp.org/publication/fair-chance-licensing-reform/
11. “Advocacy for policy change is essential in promoting inclusive hiring practices for individuals with criminal records.” – Shannon, S., Uggen, C., Schnittker, J., Thompson, M., Wakefield, S., & Massoglia, M. (2017). The Growth, Scope, and Spatial Distribution of People With Felony Records in the United States, 1948–2010. Demography, 54(5), 1795