Every year, more than 600,000 men and women are released from prison in the United States and nearly one-third will return to prison within three years, according to an article by Crystal Yang in the American Economic Review.
However, employers can take steps to turn that percentage around and mitigate ongoing labor shortages in the process.
Pete Keller, founder of United Legion One Nation (ULON), a nonprofit dedicated to helping the formerly incarcerated become productive members of the community, said that if these individuals can secure gainful employment within the first 30-90 days of their release from prison, we can reduce recidivism from 45% to 17%.
After serving four stints in the penitentiary, Keller recalled being released back into society stripped of everything he needed to rebuild his life. “Being labeled as a felon meant that no one wanted to give me a chance or even extend a helping hand,” he said.
Second Chance hiring refers to the act of employing individuals – including the formerly incarcerated – whose life choices and situations have disadvantaged them in obtaining stable employment.
American food company Dave’s Killer Bread embraced Second Chance hiring after founder Dave Dahl was welcomed back into his family’s bakery following a 15-year prison sentence.
“We have now dedicated ourselves to advancing Second Chance employment, or hiring the best person for the job, regardless of criminal history. We’ve seen first-hand the transformative power of a job and the positive ripple effects on the broader community,” said Dan Letchinger, business unit senior vice president.
Letchinger said that Second Chance hires demonstrate dedication and loyalty every day when they come to the bakery and are passionate about the opportunity to learn and grow. He cited an “attitude of gratitude” as one of the drivers of this population’s strong work ethic.
“We have found that the performance of employees with criminal backgrounds is often at the same levels or higher than their teammates. And in many cases, these individuals are actually promoted at a faster rate,” Letchinger said.
Despite the benefits, Second Chance hiring is still relatively uncommon. This is mostly because many organizations have a policy of terminating qualified talent solely based on arrest or conviction records. Some states such as Illinois have “Ban the Box” laws, which prohibit private employers with 15 or more employees from asking about criminal history until after an interview or a conditional offer.
Unfortunately, Keller shared, once background checks are conducted, employers often terminate employment due to the disclosure of prior convictions.
“This creates a cycle of disappointment and uncertainty for these individuals who were hopeful for a fresh start in their professional lives,” he said.
Employers do not need to wait for new legislation to be passed to protect and support formerly incarcerated individuals. And given that labor shortages in most occupations are likely to persist through the coming decades, Second Chance hiring can be an important tool to deepen available talent pools. These guidelines may be useful when considering it.
Understand your mission. Keller reminded employers that Second Chance hiring is not a charitable endeavor, but rather a deliberate plan to enhance staff retention and enjoy the benefits of hiring individuals who are motivated to work despite facing numerous obstacles.
Consult nonprofit organizations. Groups like Jobs for the Future, Refoundry, and ULON can provide essential resources to clarify and execute an effective initiative. “They’re dedicated to educating employers to help them develop a better understanding of the whys and hows of implementing Second Chance Employment hiring practices,” said Letchinger.
Provide unbiased training. A comprehensive, proactive approach that includes all layers of management and staff will ensure that your organization is truly an equal opportunity employer and that diversity, equity, and inclusion becomes embedded in your culture, said Keller.
Have a candid conversation. Letchinger said that when trying to look past candidate backgrounds, it’s worth speaking to the individual about their personal path and being alert to signs that suggest an individual is ready to change.
This piece was originally published in the WSJ Workplace Report.
Comments