Second Chance Business Coalition

Breaking the Cycle: SCBC partner?SHRM?underscores employment as the key factor in reducing recidivism — noting that while state recidivism rates range from 31% to 71%, they plummet to under 9% for individuals who secure employment soon after release. ? Recognizing this critical link, SHRM spotlights SCBC member JPMorganChase?as a leader in second chance employment. Through community partnerships and inclusive recruiting practices, justice-impacted individuals now make up about 10% of the company’s U.S. hires. In 2022 alone, the bank hired over 4,600 individuals with a record, and in 2023, that number reached 3,300. ? SHRM Foundation has developed a number of resources for employers interested in offering opportunities to people previously in the criminal justice system. The Foundation’s free Getting Talent Back to Work Certificate trains HR professionals, hiring managers, front-line supervisors and others on how to effectively attract, hire and retain people with criminal histories. ? Check out the full article to learn more about the benefits of second chance hiring:?https://lnkd.in/eJwrEMay ? Explore the Getting Talent Back to Work Certificate:?https://lnkd.in/eKKaaXkE

Connecting Talent & Opportunity: Ohio is currently experiencing a worker shortage, with only 62 available workers for every 100 open positions. At the same time, one in six adults in the state has a criminal record, facing significant barriers to re-entering the workforce. NBC4 Columbus highlights how Ohio employers are addressing this gap by embracing second chance employment. The article showcases how SCBC members — including Kroger, JPMorganChase, Verizon and Microsoft — are leading the charge across various industries, including complex and highly regulated sectors, by adopting and advocating second chance practices. In addition to filling job vacancies, Ohio employers can take advantage of federal tax credits and access no-cost bonds to incentivize their efforts. The state's job website even offers a dedicated section for formerly incarcerated citizens seeking employment. Explore the opportunities: https://lnkd.in/eRtC6DVh Read the full article: https://lnkd.in/eNYjD2Xx

Banking on Second Chances: Starting October 1, the Federal Deposit Insurance Corporation (FDIC) will implement updates to Section 19 of the Federal Deposit Insurance Act, easing restrictions on hiring individuals with a criminal record at FDIC-insured banks. Aligned with the Fair Hiring in Banking Act, the rule changes introduce exceptions for older offenses, minor crimes and records that have been expunged. Together, these updates will enable banks to consider a broader range of candidates without needing FDIC approval — helping employers fill talent shortages by moving beyond blanket restrictions. Learn more: https://lnkd.in/g2Fjat3h

Allen Engineering Corporation’s second chance program started with one champion's idea to give a justice-impacted individual recovering from addiction a fresh start. But what began as a single opportunity quickly grew into a broader initiative, filling hard-to-staff roles and fostering loyalty among employees who were once overlooked. “If you take the addicted and incarcerated out of our work pool, that’s a significant chunk of the population,” said Jay Allen, President and CEO of Allen Engineering. To build an effective employment program, the company combines its support for recovery programs — including regular drug screening — with ongoing, on-the-job support. With help from faith-based community partners and through lunchtime accountability groups, the company helps employees stay on-track while chipping away at its labor shortage. This hands-on approach has attracted more talent than the company could have ever expected, proving that investing in nontraditional talent can yield powerful results for employers and the communities. Learn more: https://lnkd.in/gtybBNF8.

Talent Beyond Tradition: The?U.S. Chamber of Commerce‘s report, “Understanding America’s Labor Shortage: The Most Impacted Industries,” provides a comprehensive overview of our workforce and details the impact of the worker shortage across the nation. ? By offering opportunities to those with non-traditional backgrounds, including second chance talent, employers can fill gaps in industries hit hardest by “The Great Reshuffle.” ? The report reveals that labor shortages affect all industries — from manufacturing to finance — across nearly every state. This underscores the critical need to expand hiring practices to include second chance employment, ensuring all available talent is utilized. ? Explore the Chamber’s report here:?https://lnkd.in/dA_9vbrU

Hire Higher: While second chance hiring is often thought of as an option for industrial staffing and labor-intensive tasks, companies requiring higher-level skills can benefit too. ? Ken Oliver, VP of corporate social responsibility at Checkr, Inc., champions this cause, arguing that placing people with records in high-skilled jobs, like IT, can transform lives and strengthen communities. ? “When I talk to a lot of executives, I say, ‘Let’s talk about how we can get people in your role,’” says Oliver. “We need to get people on the pathway to the middle-class economy. That’s the great equalizer.” ? SCBC member?Kelly?echoes this vision through its Kelly 33 program. Initially focused on internal roles, the program now places fair chance hires in over 600 positions, including IT, for 22 clients. ? Learn more:?https://lnkd.in/e5w5sCXx

Catalyzing Change: The MIT Sloan School of Management highlights SCBC member Kelly’s second chance program, Kelly 33, noting that 26 of the company’s clients have adopted similar practices since its launch in 2021. Currently, there are 1,000 second chance workers on assignment, and according to 2023 figures from Kelly, clients with second chance hiring programs had fill rates that were 25% higher and turnover that was 2.7% lower than clients without them. “The benefit of Equity@Work, particularly Kelly 33, is that it has a significant impact on the individual that we help find work, and on the community,” CEO Peter Quigley said. “Maybe the most surprising benefit has been to the employers and the community of people that have had their eyes opened to the extraordinary talent that exists among second chance employees.” Learn more: https://lnkd.in/eXnHYqpd

Beyond Employment: SCBC member JPMorganChase is unlocking new opportunities for New Yorkers with a criminal record. From expungement clinics to housing assistance, the bank’s second chance program goes beyond job offers — providing wraparound services that address hidden barriers to stable employment. * JPMC actively supports clean slate legislation, and data demonstrates that this policy change can have a real impact. The Office of the New York City Comptroller estimated more than half a million NYC residents would be eligible to have their record automatically sealed, leading to a collective $2.4 billion increase in annual wages. * In addition to policy support, the company addresses housing barriers for formerly incarcerated individuals through the Center City Courtyard in Rochester, NY and Castle III in East Harlem. These projects create safe, stable and affordable living spaces for people with a criminal record, enabling them to rebuild their lives and reintegrate into the community. Learn more: https://lnkd.in/egY9Hx2v

Jamie Dimon, Chairman and CEO of JPMorganChase and co-chair of the SCBC, spoke with LinkedIn Editor in Chief Daniel Roth about the bank's commitment to inclusive hiring practices, emphasizing the importance of second chance employment?to his company and the broader economy. https://lnkd.in/eFX4__Wz

Empowering Second Chances Nationwide: The SCBC has expanded its Community Partners Map to include over 1,000 community-based organizations across more than 100 U.S. markets and 45 states. ? The resource fosters collaboration between employers and workforce organizations, providing access to untapped talent pools and creating meaningful career opportunities for individuals with a criminal record. ? Zooming In: The Chicago market now has 23 partners listed, with services ranging from work readiness training to employer partnerships. If you are an employer, organization or individual looking for second chance employment support in the area, visit: https://lnkd.in/epw5YjNw ? Become A Partner: The SCBC is actively seeking additional community organizations and adding new markets to the map. If you would like to suggest an organization that partners with employers to hire and retain second chance candidates, fill out this form:?https://lnkd.in/e-cJWsqG