In recent years, the US has undergone encouraging cultural shifts in its views of the criminal legal system and racial equity. Many business leaders and people across the political spectrum increasingly agree that the nation’s legacy of racism — expressed through mass incarceration and employment discrimination — must be addressed. One analysis by Citigroup found that discrimination against African-Americans cost the nation $16 trillion in lost GDP since 2000. Addressing the racial gaps in employment, housing, health education and business investment would add almost $5 trillion dollars to GDP over the next five years.
At present, more than 70 million Americans (1 in 3 US adults) have a criminal record. Persons with a criminal conviction face thousands of collateral consequences that prevent them from voting, working and otherwise fully participating in civic life. Before the pandemic and resulting economic downturn, the US was experiencing record-low unemployment. Yet, job seekers with convictions were more likely to be unemployed. One past study found that the unemployment rate for people with past convictions was five to seven times higher than the overall unemployment rate.
Job seekers with past convictions are motivated to work and often have skills and abilities that employers are looking for. Yet, employers continue to use blunt criteria to exclude job seekers because of their conviction histories, despite evidence that these criteria only prevent them from finding the best candidate to fill a job. In addition to low turnover and long-term loyalty, studies have found that individuals who have a past criminal history consistently demonstrate higher company morale and stronger work product than their peers. One study looking at the the U.S military found that enlistees who received felony conviction waivers were 32 percent more likely to attain rank than other enlistees. These enlistees were also more likely to earn a GED or college credits. The report theorizes that the military’s “whole person review” approach to hiring that focuses on who will succeed on the job rather than their past convictions, race or other non-work related factors helps support success for enlistees.
To address this growing issue, the Society for Human Resource Management (SHRM) partnered with the Center for Employment Opportunities (CEO), the largest reentry employment provider in the US. CEO is a nonprofit organization with over 40 years of experience in workforce development programming and provides immediate, effective, and comprehensive employment services to individuals with past criminal convictions. Since 1996, CEO has made over 35,000 job placement with over 4000 employers across its 30 sites in 11 states.
Over the last year, CEO worked with the SHRM Foundation to update two tools on SHRM’s “Getting Talent Back to Work” site. Initially launched in 2019, Getting Talent Back to Work serves as an online resource hub for hiring managers seeking to learn more about hiring talent with past convictions. The first tool is the Getting Talent Back to Work Self-Assessment. Users answer a short set of questions about their business needs and areas of interest. It then generates a customized PDF report with the content requested. Topics range from
employer case studies, to internal communications to advocacy work — all with a focus on supporting talent with past convictions. The Assessment helps hiring managers to make an effective case for inclusive hiring of talent with past convictions.
The second tool, the Getting Talent Back to Work Certificate Program, equips HR professionals and other stakeholders with knowledge and skills to make their workplace inclusive of talent with conviction histories. The free 10-hour long curriculum uses a combination of video modules, guided reflection activities, and quizzes to provide a high-quality self-directed learning experience. The curriculum begins by introducing certificants to key basic knowledge about the criminal legal system; they walk through an overview of how cases move through the system, learn key distinctions between entities like prison and jail, and hear about probation and parole structures that can help or hinder people’s employment experience. HR professionals earn 10 professional development credits toward SHRM-CP or SHRM-SCP certification by completing the course. The development of this content included other partners with HR and legal experience and experts who have experienced past incarceration.
The SHRM Foundation and CEO are jointly promoting the Getting Talent Back to Work tools. As companies respond to calls to address racial justice from investors, customers and their own employees, inclusive hiring of talent with past convictions is gaining momentum. The Getting Talent Back to Work tools are an essential support for hiring managers and leading companies that are committed to diversity, equity and inclusion.
About the Center for Employment Opportunities
CEO works with employers nationwide to diversify hiring pipelines,
address internal and external barriers, and serve as a partner along
the journey to becoming an inclusive workplace. With over 40 years
experience as an employer and advocate for returning citizens, CEO
tackles hiring challenges while promoting the success of an underserved
population. To learn more about CEO, please visit: www.ceoworks.org
Chief External Affairs Officer
Center for Employment Opportunities
www.ceoworks.org