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The Challenges of Employment for People with Criminal Backgrounds
As we are in the midst of our 4th cohort program, I realize that the challenge of people with backgrounds securing gainful employment is extremely challenging. As I’ve heard before, when America gets a cold, low-income people get the flu. This is so very true in the arena of employment for people with backgrounds. In this era, I have seen that it is difficult for people without backgrounds who hold college degrees to secure employment. It is extremely difficult in this climate for people with backgrounds and varying educational levels to secure even entry level employment.
For millions of Americans, a criminal record can be a lifelong barrier to securing stable employment. According to a study by the Prison Policy Initiative, formerly incarcerated people face an unemployment rate of 27%, nearly five times higher than the general population’s rate. This staggering statistic highlights how systemic barriers prevent those with criminal backgrounds from reentering the workforce and building stable, productive lives.
Why is it so Hard for People with Criminal Backgrounds to Find Work?
There are several reasons why individuals with criminal records face higher levels of unemployment:
Employer Bias: Many employers are hesitant to hire people with criminal records due to perceived risks, including concerns about trustworthiness, liability, and safety. Although these assumptions are often unfounded, they are a significant barrier.
Background Checks: More than 90% of employers conduct background checks, according to the National Association of Professional Background Screeners. This means that even qualified candidates can be disqualified solely based on their past criminal history, even if their offense is unrelated to the job they are applying for.
Legal and Regulatory Barriers: Certain industries, such as healthcare and education, have strict regulations that prohibit the hiring of individuals with certain types of criminal records. Additionally, states have varying restrictions that can limit a formerly incarcerated person’s eligibility for particular jobs or licenses. Legislation is being passed in many states lifting some licensing restrictions.
Skills Gaps: People who have been incarcerated for long periods often miss out on professional development opportunities. While some prisons offer job training programs, many individuals find that they do not align with the demands of today’s job market.
Industries That Are "Background Friendly"
Despite the challenges, there are industries that are more open to hiring individuals with criminal backgrounds, especially those with the right skill sets and determination to work. These are industries Project Restart aims to connect members with.
Some of these key industries include:
Construction: The construction industry, facing labor shortages, is often more lenient about criminal records, focusing more on a worker’s skills and work ethic than their past.
Manufacturing: Similar to construction, manufacturing companies prioritize workers who are reliable and skilled, making it a relatively accessible industry for people with criminal backgrounds.
Transportation and Warehousing: Truck driving, delivery services, and warehousing are other areas that tend to be more open to hiring those with criminal records. Some companies even offer training programs to help these individuals obtain commercial driver’s licenses (CDLs).
Hospitality: Hotels, restaurants, and other service industries tend to hire based on the specific needs of their business, often placing more emphasis on work experience and customer service skills than a clean criminal background.
Technology: With the rise of tech-focused reentry programs, like The Last Mile and Code for America, more formerly incarcerated individuals are breaking into the tech sector, especially in roles related to coding, IT support, and digital marketing.
Film: Atlanta has become the Hollywood of the south and there is great opportunity for skilled workers in this field. Creativity is needed and backgrounds are often overlooked if a person has the drive and talent to thrive in this industry.
Tips for Employers Seeking to Hire People with Criminal Backgrounds
For employers looking to expand their workforce and give second chances to deserving individuals, here are some practical steps to take:
Implement Ban the Box Policies: “Ban the Box” refers to the removal of the checkbox on job applications that asks if the candidate has a criminal record. Removing this can encourage more people to apply and ensures that hiring decisions are based on qualifications and experience first.
Consider Fair-Chance Hiring: Fair-chance hiring practices involve evaluating a candidate’s qualifications first and then considering the criminal record, only if relevant to the position. This ensures that all applicants get a fair opportunity to prove themselves.
Focus on Skills and Experience: Employers should focus on the candidate’s skills, work history, and potential for growth, rather than their criminal background. Many people with criminal records possess valuable skills or have taken part in rehabilitation and reentry programs that make them strong candidates.
Provide Support and Training: Offer mentorship or training programs to help individuals transitioning back into the workforce. Supportive environments help employees feel more secure and confident in their new roles.
Partner with Reentry Organizations (like us!): Numerous nonprofits and organizations specialize in helping people with criminal records find employment. Partnering with them can give you access to a pool of candidates who have already been vetted and prepared for reentry into the workforce. If you or a company you know is hiring, please contact us at info@projectrestartatl.org to become an employment partner.
The Benefits of Hiring Individuals with Criminal Backgrounds
Hiring people with criminal records isn’t just about doing a good deed—it also offers tangible benefits to employers. Studies have shown that employees with criminal backgrounds are often highly motivated and loyal. In fact, some companies report lower turnover rates among employees with criminal backgrounds, as they are eager to prove their worth and maintain stability in their lives.
Additionally, many states offer financial incentives, such as the Work Opportunity Tax Credit (WOTC), for businesses that hire individuals from certain target groups, including those with felony convictions. These incentives help reduce the financial risks associated with hiring and support employers in building a more inclusive and diverse workforce.
Conclusion
Hiring individuals with criminal backgrounds is a win-win for both businesses and society; common good. As employers, opening the doors to second chances fosters a more inclusive workforce, helps reduce recidivism, and supports the reintegration of formerly incarcerated individuals into society. With the right approach and mindset, employers can tap into a talented, eager pool of workers who are ready to contribute to their organizations.
By breaking down barriers and focusing on skills rather than stigma, we can create a more equitable and thriving economy for all.
Tiffany Kirk
Founder
Project Restart
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