In a recent survey, a majority of U.S. respondents say they would be proud to work for an employer or patronize a business that hires people with criminal records. And more and more businesses are joining the effort. They know the “what”: What’s often called “second-chance” or “fair-chance” hiring ranges from simply a one-off act of “giving someone a chance” to building defined talent pipelines from correctional institutions and reentry nonprofits.
How Employers Can Set Formerly Incarcerated Workers Up for Success
A growing number of U.S. businesses have committed to employing some of the tens of millions of Americans with criminal justice records. The author has identified three distinct approaches to what’s known as second-chance hiring. The first approach, which he calls the disposable employee model, is typically found in low-wage/low-skill jobs. These companies are focused on keeping costs down. Because they’re not selective, these hires subsequently tend to be lower quality and have higher turnover. The second approach, the undifferentiated employer model, is when employers attempt to hire and support justice-impacted workers using the same processes as they do for workers from traditional backgrounds. These companies are seeking high quality employees and low turnover, but their efforts often fail in supporting employees from non-traditional backgrounds. The third model, the true second-chance model, have a different approach to hiring and offer support programs tailored to the needs of the justice-impacted population.