Eliminating barriers to employment would further strengthen our resilient labor market

By most measures, the labor market remains incredibly strong. U.S. employers added more than 300,000 jobs in March, far exceeding expectations. The Department of Labor also revised January’s job gains up by 27,000 to 256,000, and 270,000 jobs were added in February. The unemployment rate changed little, coming in at 3.8%.?

While this is positive news, I’d like to use the occasion of Second Chances Month and Autism Awareness Month to draw attention to the fact that many qualified job seekers don’t have access to these jobs even though the U.S. continues to face a shortage of reliable, qualified workers.?

Employers put up too many barriers—such as unnecessary degree requirements, outdated criminal background policies, and unequitable hiring practices—that needlessly eliminate otherwise capable people from obtaining jobs.?

I recently had the chance to address this topic at MIT’s “Writing the Code: Second Chance Hiring” summit, where I joined Checkr Co-Founder and CEO Daniel Yanisse and Yahoo Finance columnist Rick Newman for a discussion on eliminating hiring barriers for the formerly incarcerated. Kelly Chief Diversity Officer Keilon Ratliff recently participated in a similar conversation at UPenn’s Wharton School.??

Second chance hiring and other efforts to eliminate barriers to employment are gaining traction because employers recognize it’s not just the right thing to do, it’s good business.?

?

Second chances benefit everyone?

For people returning to society after a period of incarceration, employment is crucial. While many employers already recognize the need for second-chance hiring, a significant number of workers with criminal records still say they can’t find consistent work.?

Each year, 650,000 people are released from state and federal prisons; their unemployment rate is around 30%—a staggering number. This group is an untapped source of talent.???

Even in states that prohibit asking about criminal histories on applications, employers can – and do – run background checks and rescind job offers. In some states, having a criminal record prohibits holding a professional license for occupations such as barber or electrician.?

At Kelly, we focus on second chance talent through a program called Kelly 33. The program name stems from the stat that almost 33% of the working-age population has a criminal conviction.??

While we screen job seekers, we do so in a way that hones in on whether the criminal history is relevant to the position being sought. We connect job seekers who have a non-violent, non-relevant criminal offense with Kelly clients in need of their skills.?One manufacturing client who participated in Kelly 33 increased its talent pool by 20% and reduced turnover by 70%.?

It has been our experience at Kelly that helping those with criminal records find their second chance benefits individuals, companies, and communities.?

?

Disabilities should not define workers?

The U.S. Census shows that people with disabilities make up approximately 13% of the civilian, noninstitutionalized population; and an estimated 50 million people in the United States are considered neurodivergent, which includes those with autism, ADHD, PTSD, and other mental health conditions and learning disabilities.??

With such a sizable percentage of our potential workforce differently abled, it’s important for employers to understand the barriers to employment that job seekers with disabilities face. In fact, just 21.3% of this group were employed in 2021, according to the U.S. Bureau of Labor Statistics.?And an estimated 40% of neurodivergent adults are currently unemployed.?

Even if barriers are unintentional, they can frequently lead to discriminatory hiring practices, inaccessible workplaces, and a general lack of equal opportunities. The University of Pittsburgh School of Law suggests employers collaborate with differently abled workers to provide reasonable accommodations; ensure the workplace, equipment, and technology is physically accessible; offer flexible work arrangements; provide disability awareness training; and prioritize an inclusive culture of respect and support.?

The good news is that more and more companies are heeding that advice and making adjustments to their hiring and other HR processes to ensure equitable access, as CNBC recently reported.?

Time to retire ageism?

Almost one in five Americans ages 65 and older were employed in 2023—nearly double the share of those who were working 35 years ago. Today’s older workers are healthier, more educated, and remain productive far longer than previous generations.?

Despite this, a survey by the American Staffing Association shows that 68% of Baby Boomers—and 53% of Gen X — believe “age puts them at a disadvantage in job searches.” It’s no surprise that just 42% of employed Baby Boomers are likely to ask for a raise this year. That's in contrast to 66% of Gen Z, 67% of Millennials, and 51% of Gen X. The same survey showed Boomers are also far less likely than younger workers to search for a new job in 2024.??

Unconscious bias and institutional ageism remain a challenge, but one that employers can take on. Companies need to change how they think about and treat mature workers: embracing them, valuing their unique talents, and offering growth opportunities—including education and reskilling—just as they do to younger workers.??

Senior workers aren’t going anywhere. Adults ages 65 and older are projected to be 8.6% of the labor force in 2032, up from 6.6% in 2022. They bring knowledge, skills, and a strong work ethic—all things we need as we struggle to build a qualified workforce for the future.??

Equity for all?

Kelly has long realized that employers are seeking talent while millions of otherwise qualified workers are unable to find jobs due to outdated and unnecessary hiring practices and barriers. Our Equity@Work initiative puts a priority on breaking down barriers for all underrepresented talent pools. These types of programs have broad support: Our research found 74% of Americans are more likely to support a business committed to breaking down barriers to work.?