An estimated 74% of employers report struggling to find skilled talent to fill open company roles. And more than 70 million people (one in three adults) across America have experience in the justice system, which creates barriers to employment. Fair chance hiring – or hiring based on qualifications, rather than justice system records – can be a compelling solution to connect these job opportunities to a competitive talent pool.
Even if your company has committed to investing in fair chance hiring and being an inclusive employer, implementation can remain a challenge. Fortunately, there is much to be learned from the deep work and expertise of employment social enterprises (ESEs).
REDF has led the employment social enterprise movement since 1997. These businesses provide meaningful employment opportunities and support to individuals breaking through barriers to employment. Roughly three-fourths of the ESEs we have supported serve the justice-impacted community, and these businesses offer practical lessons for any employer interested in tapping this overlooked talent pool.
Based on our learnings from working with ESEs, we’ve compiled this resource on how best to serve justice-involved employees. Here are four takeaways for current and future fair chance employers:
1. Make the case!
Common misconceptions can cause businesses to miss out on an overlooked talent pool. But research has shown that professionals with justice system experience are strong performers in the workplace.
According to SHRM, 81% of business leaders and 85% of HR professionals believe workers with criminal records perform their jobs as well as or better than those without criminal records, and research shows that individuals with criminal records have longer job tenure and are less likely to quit their jobs than others. Talk to other employers – like ESEs – to get data-driven insight into how fair chance hiring practices have been a win-win-win for their business, the communities in which they operate, and their employees.
2. Don’t go it alone. Partner with ESEs and other fair chance experts.
ESEs bring expertise and experience in hiring and training people with justice system involvement. Find an employment social enterprise in your community to partner with and together you can build a talent pipeline and adopt trauma-informed management practices. Our resource lists several examples of fair chance partners that could be the right fit for you.
3. Revisit your hiring practices.
Outdated policies and practices of boxing people out may mean you’re missing out on finding top talent. While a lot of employers claim their hands are tied due to legal policies, it’s often corporate policy rather than the actual law preventing employers from hiring people with justice system involvement. In fact, policies such as Ban the Box make it illegal to ask candidates about their background at certain points of the interview process.
Further, government policies, such as the federal bonding program, Second Chance Act, and Work Opportunity Tax Credit offer financial incentives for companies to hire people with justice system involvement.
Take some time to reevaluate your recruitment practices (like advanced education requirements) and revisit your hiring policies (like background check requirements) to determine if they’re still a priority.
4. Build an environment where all employees can thrive.
Being a successful fair chance employer requires investment beyond the recruitment stage. These changes don’t have to be costly and will benefit not just your fair chance hires but all employees at your business.
ESEs can advise you on how your onboarding process, management strategy, and career trajectories can help create a more inclusive, trauma-informed culture. Consider introducing supports such as mental health resources, peer mentoring to address how trauma shows up in the workplace, and affinity groups to build belonging.
Creating a welcoming, supportive work environment doesn’t just reduce turnover and help with retention, it sets your talent up to thrive in their roles. In the trauma-informed section of our resource, you can learn more about promising strategies to build a more inclusive workforce.
Though Fair Chance Month is wrapping up, now is always a good time to make a commitment to growing or launching your company’s fair chance hiring practice, knowing that you don’t have to go it alone. Get in touch with our team to learn more about how you can partner with an ESE in your community.
Together, we can unlock fair chances and build an economy that works. For everyone.
