Founder of Consciously Unbiased, an organization helping companies meet their diversity and inclusion goals.
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Tapping into untapped talent pools can help companies find the workers they need while simultaneously advancing diversity, equity and inclusion (DEI). That’s because, despite mass layoffs making headlines, a talent shortage remains. According to some estimates, the U.S. is short about four million workers. People who are formerly incarcerated are a traditionally underserved talent pool, as finding employment upon reentry is often a big hurdle due to bias, discrimination and systemic barriers. Research shows that only 17% of white job candidates with criminal records get called back after an interview, and that number drops to just 5% for Black job candidates with a record.
The practice of fair chance hiring focuses on giving candidates who have been formerly incarcerated a better chance to find new job opportunities or a second chance to rejoin the workforce, such as by not reviewing a candidate’s criminal records until after they’ve interviewed for a job and are considered qualified. The truth is that one in three American adults of working age has a criminal record, which accounts for 70 million potential employees. Some of the benefits to companies from hiring formerly incarcerated people are higher retention rates, lower turnover rates and greater loyalty. With the cost of replacing an employee ranging from one-half to two times the employee’s salary, this makes good business sense.
Fair chance hiring practices that lead to employment for formerly incarcerated people are also good for communities and save taxpayers’ money: Formerly incarcerated people who are employed are more than twice as likely to not commit additional crimes compared to those who could not find employment. These are people who are paying taxes and spending money in local businesses rather than being in a taxpayer-funded prison or jail.
For leaders and companies interested in adopting fair chance hiring practices know that implementation will take time and investment, as do most initiatives that are worthwhile. To help you get started, here are just a few ideas on how to begin tapping into this talent pool.
1. Get buy-in from leaders and managers.
In order for fair chance hiring practices to be effective, there must be buy-in from leaders and hiring managers. Do your research about why fair chance hiring is important, and share it with key stakeholders. Aim to replace disproven biases with research-supported facts, such as how hiring justice-impacted people does not lead to increased workplace violence. Bring in speakers from organizations trying to destigmatize people who are formerly incarcerated, such as justice reform advocate Marcus Bullock, CEO of Flikshop, or an organization such as Homeboy Industries, a reentry program. Discuss the plan, how you will roll it out and who will be accountable for implementing and driving fair chance hiring practices.
2. Partner with local organizations to recruit talent.
It’s important to go to the right channels to do the outreach and find job candidates who might not otherwise see your job posting, such as nonprofit organizations in the local community. Building relationships with local nonprofits, job centers and workforce development boards can help connect you with formerly incarcerated people who can help fill talent gaps and add value to your company.
There are also national job marketplaces to help match justice-impacted people with organizations, such as Honest Jobs, which has worked with companies such as Amazon, Wayfair and Chipotle.
3. Be inclusive in your marketing.
It’s also about how you advertise job positions and who you’re marketing to. For example, I may think, from an underserved place, that I don’t have the chops to work for JPMorgan Chase; but if JPMorgan Chase advertises, “We hired 10,000 people from your neighborhood,” this can change my mindset and lead me to apply. That’s a way to build that talent pool.
Be sure to use inclusive language in your job descriptions and marketing materials. Making it clear in your job descriptions that you are an equal opportunity employer and encouraging applicants who are diverse to apply can help potential candidates feel more comfortable submitting their resumes.
4. Educate your staff on why language matters.
Certain words and labels—such as inmate, prisoner, offender, convict and felon—are stigmatizing for people who are justice-impacted. People-first language that focuses on the person first instead of the label, such as “people who are formerly incarcerated” or “people who are justice-impacted,” helps to reduce harm and supports one’s ability to change.
Educating team members on inclusive language can help put focus on an incoming team member’s humanity. Also, pairing a new hire with a mentor can help them get insights into company culture and set them up for greater success.
Adopting fair chance hiring practices can help leaders and companies change lives and create workplaces where we all belong. By hiring people who are formerly incarcerated, you can benefit from a loyal and productive talent pool while also benefiting the community and economy.
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