Agencies Offer Second Chances to the Ex-convicted, Clearing Records to Fulfill Diversity and Inclusion Pledges
In the competitive world of recruitment, a significant concern has arisen regarding the potential for fresh perspectives and innovation being limited by traditional hiring practices. This issue revolves around the exclusion of a diverse talent pool, namely formerly incarcerated individuals, from agency teams.
Despite pledges made by many agencies in 2020, little real action has been taken to address this issue. One of the primary barriers faced by formerly incarcerated individuals is the background check process, which can be a significant hurdle in the recruitment process.
However, several initiatives and policies have been implemented to foster a more inclusive recruitment landscape. For instance, the adoption of 'second-chance' hiring policies encourages businesses to provide opportunities for formerly incarcerated individuals, which research suggests can benefit companies by filling workforce gaps with reliable workers.
Moreover, programs such as the Work Opportunity Tax Credit (WOTC) offer financial incentives to employers hiring formerly incarcerated persons, while the Federal Bonding Program provides employer protections against losses from employee dishonesty during the first six months of employment. These initiatives aim to dismantle stigmas, equip employers and job counselors with appropriate skills, and incentivize the hiring of formerly incarcerated individuals.
Initiatives like the Second Chance Employers Network also provide a platform for businesses interested in hiring formerly incarcerated individuals to share best practices and success stories, helping companies learn how to implement fair chance hiring effectively.
It is crucial to note that formerly incarcerated people are integral members of society, bringing unique experiences and insights that can enrich agency teams. By overlooking this population, agencies may be hindering their own potential for growth and innovation.
As agencies complain about a "war for talent", it is essential that they take significant strides in addressing the barriers faced by formerly incarcerated individuals in the recruitment process. These individuals have firsthand experience with society's worst bigoted impulses, and their inclusion in the workforce could foster a more equitable and inclusive environment.
References: [1] National Employment Law Project. (2020). Second Chance Hiring. Retrieved from https://www.nelp.org/publication/second-chance-hiring/ [2] Tennessee Office of Reentry. (2020). American Jobs Centers (AJCs) Training for Career Specialists. Retrieved from https://tn.gov/content/tn/correction/office-of-reentry/reentry-services/american-jobs-centers-ajcs-training-for-career-specialists.html [3] Second Chance Employers Network. (n.d.). About Us. Retrieved from https://secondchanceemployers.org/about-us/ [4] U.S. Department of Labor. (n.d.). Work Opportunity Tax Credit (WOTC) Program. Retrieved from https://www.doleta.gov/business/incentives/opptax/index.cfm
- To foster a more diverse and innovative business landscape, financial incentives such as the Work Opportunity Tax Credit (WOTC) and programs like the Federal Bonding Program are implemented to incentivize the hiring of formerly incarcerated individuals, helping to dismantle stigmas and equip employers with appropriate skills.
- Recognizing the unique experiences and insights that formerly incarcerated individuals bring, initiatives like the Second Chance Employers Network encourage business collaboration, providing a platform for learning best practices in fair chance hiring, ultimately enriching agency teams and promoting a more inclusive work environment.
