Despite a tight labor market driving the nationwide unemployment rate down to 3.8%, the unemployment rate among the formerly incarcerated sits stubbornly at 27%. Studies show that a criminal record can reduce the chances of getting an interview by 50% – a dramatic decrease that affects the estimated 70 million Americans who have an arrest or conviction record. Currently, as many as one in three otherwise qualified applicants are being shut out of jobs because of their pasts.
Yet second chance hiring has many proven benefits. Managers and HR professionals report that second chance hires bring equal or greater value to their organization than workers without records. In addition, returning citizens are often very loyal employees, with below average turnover rates.
With a little bit of support, second chance hires can be high-value employees that boost morale and contribute to a healthier workplace culture. Companies looking to implement inclusive hiring practices must be intentional about mitigating stigma and promoting stable transitions for the good of themselves and their employees.
To promote inclusion and reduce stigma, be explicit about welcoming returning citizens to your organization and cultivate an open, inclusive environment for all your employees. Offering inclusion training can help equip your team with the correct mindsets and understanding of how to work together to achieve the best outcomes.
In addition, providing new employees with training in hard and soft skills allows companies to maximize their performance while promoting greater stability. Many returning citizens held jobs before incarceration or completed training programs while incarcerated, but continued access to educational and job training opportunities are integral to a successful reentry.
Supporting returning citizens may also include accommodating their needs through flexible hours and telework options. Some may have children to care for or other obligations to fill but can still be valuable players on your team. 2C Workforce Solutions can help you identify employees with availability suited to your company’s schedule.
Companies are increasingly recognizing the importance of offering mental health support and benefits to all their employees. This support can be especially critical for employees transitioning out of the corrections system. Mentally healthy employees are better at essential soft skills such as problem-solving and building good relationships. Caring for your team’s mental well-being is about cultivating stronger and more creative results.
Establishing a mentorship or buddy program can help new hires avoid common pitfalls and increase their sense of belonging. An internal mentor can guide an employee through the specifics of their work, while a recruiter can regularly check in to ensure a smooth transition into a new role. Ensuring that returning citizens have somebody in their corner from the beginning is an important part of promoting a healthy return to work.
With nearly 9 million jobs left unfilled, the opportunities are out there. It’s up to us to ensure they extend to the millions of Americans who have been incarcerated and are seeking a fresh start. Second chance hiring matches qualified applicants with jobs that support our economy. Successful reintegration helps companies and returning citizens by growing our labor force and bolstering our national economy, while providing the formerly incarcerated with opportunities to move forward and thrive.
Companies can improve employment outcomes through committed, intentional steps toward caring for their employee’s overall well-being. By partnering with organizations such as ours that provide educational resources, mental health support, job training and mentorship, companies can strengthen teams and culture while driving down recidivism and changing countless lives.