Founder of Consciously unbiasedan organization that helps companies achieve their diversity and inclusion goals.
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By leveraging untapped talent pools, companies can find the employees they need while promoting diversity, equity and inclusion (DEI). That’s because, despite mass layoffs making headlines, there remains a talent shortage. The US is falling short by some estimates four million workers. Formerly incarcerated people traditionally form an underutilized talent pool, as finding work on return is often a major hurdle due to bias, discrimination and systemic barriers. Research only shows that 17% of white applicants with a criminal record are called back after a job interview, and that number falls to just 5% for black applicants with a criminal record.
The practice of fair hiring is aimed at giving previously imprisoned candidates a better chance to find new job opportunities or a second chance to return to work, for example by updating a candidate’s criminal record. after they apply 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 for companies of hiring formerly incarcerated people are higher retention rates, lower turnover rates and greater loyalty. With the cost of replacing an employee ranging from half to twice the salary of the employee, this makes good business sense.
Fair recruitment 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 not to commit additional crimes compared to those who could not find work. These are people who pay taxes and spend money in local businesses instead of sitting in a taxpayer-funded prison or prison.
For leaders and companies interested in adopting fair hiring practices, implementation takes time and investment, as do most worthwhile initiatives. To get you started, here are some ideas on how you can start tapping into this talent pool.
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1. Get support from leaders and managers.
For fair opportunity hiring practices to be effective, there must be buy-in from leaders and hiring managers. Research why fair chance hiring is important and share it with key stakeholders. Strive to replace disproved prejudices with research-backed facts, such as how hiring justice affected people does not lead to more violence in the workplace. Bring in speakers from organizations that try to destigmatize people who were previously incarcerated, such as justice reform advocate Marcus Bullock, CEO of Flikshop, or an organization such as Homeboy Industries, a repatriation program. Discuss the plan, how you will roll it out and who will be responsible for implementing and promoting fair hiring practices.
2. Work with local organizations to recruit talent.
It’s important to go to the right channels to outreach and find applicants who otherwise wouldn’t see your job posting, such as local community nonprofits. Building relationships with local nonprofits, employment agencies, and human resource development councils can put you in touch with formerly incarcerated people who can help you fill talent gaps and add value to your business.
There are also national job fairs to help match justice-affected people with organizations, such as Fair jobsthat has partnered with companies like Amazon, Wayfair, and Chipotle.
3. Be inclusive in your marketing.
It’s also about how you advertise jobs and who you market to. For example, I may think from a disadvantaged position that I don’t have the chops to work for JPMorgan Chase; but if JPMorgan Chase advertises, “We’ve hired 10,000 people from your neighborhood,” it may change my mindset and lead me to apply. That’s one 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 about why language is important.
Certain words and labels, such as prisoner, prisoner, perpetrator, convict and felon, are stigmatizing for people who are disadvantaged by justice. Human-first language focusing on the person first rather than the label, such as “people who have been in prison” or “people who have been wronged by justice,” helps reduce harm and supports one’s ability to change.
Educating team members about inclusive language can draw attention to the humanity of a new team member. Also, pairing a new hire with a mentor can help them understand the company culture and set them up for greater success.
Adopting fair hiring practices can help leaders and companies change lives and create workplaces where we all belong. By hiring people who were previously incarcerated, you can benefit from a loyal and productive talent pool while also benefiting the community and economy.
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Janice has been with businesskinda for 5 years, writing copy for client websites, blog posts, EDMs and other mediums to engage readers and encourage action. By collaborating with clients, our SEO manager and the wider businesskinda team, Janice seeks to understand an audience before creating memorable, persuasive copy.