The Business Case for Hiring Individuals Who Have a Criminal Record

Last week, I had the honor of participating in an interview training session at the SCI Chester Department of Corrections. This session reinforced the transformative power of employment readiness programs for individuals and society at large. These programs are essential for aiding returning citizens in their journey back into the workforce, which in turn fortifies our community.

I am passionate about creating opportunities for everyone to thrive. The initiatives offered by the Chester Community Resource Center and Uplift Solutions are crucial steps toward building a more inclusive and supportive society. I am excited to continue contributing to these efforts and to help make a meaningful impact on our community.

HR professionals play a vital role in enhancing the lives of community members. By backing programs like these, we enable individuals to forge brighter futures for themselves and their families.

Key Points:

Untapped Talent Pool:

• Nearly 1 in 3 Americans have a criminal record, representing over 70 million people often overlooked in the workforce.

Economic Benefits:

• Increased Employment: Employing returning citizens helps reduce unemployment rates and fills the skills gap in various industries.
• Quality of Hire: 81% of HR professionals and 74% of business leaders find workers with criminal records to be of comparable or better quality than those without records.
• Cost Efficiency: 81% of HR professionals report that the cost-per-hire for workers with criminal records is comparable to or less than that of other workers.

Organizational Advantages:

• Diverse Workforce: Hiring individuals with criminal records promotes diversity and inclusion within organizations.
• Improved Retention and Performance: Workers with criminal records show comparable or better job performance and retention rates.

Community and Social Impact:

• Second Chances: Over 47% of HR professionals and 38% of business leaders hire returning citizens to provide second chances and improve community well-being.
• Reduced Recidivism: Stable employment for returning citizens decreases the likelihood of re-offending, leading to safer communities and reduced costs for the criminal justice system.

Employer Willingness and Perception:

• Increased Willingness: 53% of HR professionals and 38% of business leaders are more willing to hire returning citizens compared to three years ago.
• Pandemic Resilience: The COVID-19 pandemic had minimal impact on the willingness of employers to hire individuals with criminal records, with 94% of HR professionals reporting unchanged attitudes.

Recruitment and Hiring Practices:

• Ban-the-Box Movement: The familiarity and adoption of 'ban-the-box' initiatives have increased, aiding returning citizens in bypassing initial application biases.
• Policy Development: Organizations are increasingly developing formal and informal policies to support the hiring of individuals with criminal records.

Challenges and Solutions:

• Stigma and Stereotypes: Addressing concerns about legal liability and company brand impact is essential for increasing employment opportunities for returning citizens.
• Education and Advocacy: Continuous education and advocacy efforts are needed to shift perceptions and highlight the benefits of hiring returning citizens.

By harnessing the potential of this largely untapped talent pool, organizations not only address labor shortages but also contribute to broader economic and societal development. This holistic approach to second chance hiring underscores the multifaceted advantages of integrating returning citizens into the workforce.