The job market is tough right now. According to the Bureau of Labor Statistics, job openings have been trending down, and are currently below pre-pandemic levels. In a hypercompetitive economy, people entering the workforce are facing fewer opportunities than just a few years ago. And for the 1 in 3 American adults with a justice-involved past, or any interaction with the criminal justice system as a defendant, their record is another obstacle in an already challenging job search.
April marks Fair Chance Month, an annual opportunity to spotlight reentry programs, resources, and skills-training for formerly incarcerated people. Yet, as the conversation around second chance hiring has expanded each year, a criminal record can still reduce a candidate’s chances of a second interview by 50%. Even when people with justice-involved pasts take advantage of every opportunity, exclusionary hiring practices and systemic barriers make finding and retaining employment an uphill battle. For example, returning citizens frequently have trouble securing safe and reliable housing and transportation, and are therefore 10 times more likely to experience homelessness than the general public.
When we systematically exclude people from employment because of a checked box, we’re not just denying them jobs, we’re denying them the foundation they need to rebuild their lives.
BREAK DOWN BARRIERS
Second chance hiring practices can—and should—be tailored to each company’s unique needs and challenges, but they have the potential to benefit any industry. Across industries and sectors, 85% of HR professionals and 81% of business leaders individuals with justice-involved pasts perform the same as, or better than employees without. This reinforces the value second chance hires can bring to the company.
At Frontier Co-op, we’ve seen firsthand the tangible impact second chance hiring can make on a community. We implemented our flagship Breaking Down Barriers to Employment program in 2018 to take a more holistic approach to addressing employment barriers. It involves adopting second chance hiring practices and working with a local nonprofit partner to provide access to comprehensive wraparound services. Internally, we provide subsidized childcare options, transportation, and an apprenticeship and skills training program. Most recently, we launched a savings match program to support our workforce’s long-term resilience. We’ve seen how this has grown our workforce, as more than 25% of Frontier Co-op’s production hires in the last year were justice-involved individuals.
While anonymity is critical to the program’s success, one employee—Alisia Weaver—has chosen to share her story. She began as an apprentice and has grown into her current role as a machine operator. She will celebrate her sixth anniversary this fall. As an important part of our co-op’s advocacy in this space, Alisia offers her perspective on the impact second chance hiring has had on her life and future.
“This experience has helped me advance in all aspects of my life. I have my own place, a vehicle, and daycare for my son. I’ve come forward to tell my story because I just want to encourage people and inspire them not to give up, no matter what setbacks they face,” she said. “I also want to encourage companies to try something different and consider adopting second chance hiring practices. It could be beneficial for you, but it could also change someone’s life.”
RETHINK YOUR HIRING PRACTICES
By embracing candidates with diverse backgrounds and perspectives, we’ve seen how this approach strengthens the resilience of both our workforce and our business. Most meaningfully, it has shaped our culture in lasting ways. Over the years, many employees have stopped me to share how proud they are of our commitment to fair hiring. So many people know or love someone who has been held back by a justice-involved past, and it matters to them to see their employer offering people a truly fresh start.
But we can’t make these changes in silos. As a second chance employer, we’re proud to partner with organizations like the Responsible Business Initiative for Justice (RBIJ) and REFORM Alliance, which are leading the change and helping businesses remove barriers and create career opportunities for these individuals, to ensure a more inclusive workforce for all.
“Businesses play a crucial role in keeping communities safe and healthy,” said Maha Jweied, RBIJ’s CEO. “Hiring justice-impacted job seekers can break cycles of incarceration, revitalize neighborhoods, and forge pathways for people to reach their potential—and that includes those with past convictions. By prioritizing inclusive hiring, we not only demonstrate our commitment to the communities we belong to, but also enhance our organizations with capable, dedicated, and resilient talent.”
We know we can’t hire everyone regardless of their past, and we don’t view this program as a rehabilitation process. Our intent is simply to eliminate a bias that could negatively impact good candidates along the hiring journey. That’s something we think every organization and company can aim to do.
This Fair Chance Month, I’d challenge all business leaders to take a moment to think a little differently—a little critically—about their hiring processes. Set aside time for an open, internal conversation about whether criteria related to justice involvement may unnecessarily be limiting candidate consideration. Reach out to a colleague who is doing this work to hear more about their experience, ask candid questions, and understand the challenges they’ve navigated. My door is always open.
Tony Bedard is CEO of Frontier Co-op.