Televerde

When we think of diversity, equity and inclusion (DEI), we’re usually focused on factors like race, gender, disability status, and the LGBTQIA+ communities. However, one area where corporate DEI continues to lag is embracing second-chance hiring. Until very recently, workers with criminal records have been excluded from most jobs. Whether because of restrictive hiring policies, or the social stigma surrounding criminal records, a staggering number of workers are struggling to find employment.

According to SHRM, approximately 70 million people in the U.S. have a criminal record, equating to one-third of working age adults. Despite the number of job seekers impacted by incarceration, employers continue to overlook candidates from this considerable talent pool.

Leaving these workers out of the workforce is a missed opportunity for the business world. Considering the upheaval in the job market, tapping into a pool of overlooked talent can be advantageous. Organizations like Koch Industries and JPMorgan Chase recognize this, and they are leading the charge on second-chance hiring. For companies that want to follow the example set by Koch Industries and JPMorgan Chase, there are important changes they must implement to be successful.

Eliminating the stigma around incarceration and criminal records is the first step.

The stigma attached to a criminal record is often the hardest part for second-chance hires to overcome. A strong DE&I program ensures a seat at the table for all employees and a fair chance at success within an organization. However, workers impacted by incarceration can’t have a seat at the table if they can’t even get into the room. When we look past the stigmas that come with a criminal record, we can see that there is an incredible amount of untapped talent and potential among those impacted by incarceration.

For second-chance hiring to work, leaders, HR professionals and hiring managers must shift their mindsets. When looking to fill open roles, it’s imperative to evaluate job candidates based on their skills and qualifications and not write anyone off because they have a criminal record. To eliminate the stigma around second-chance workers, start with removing restrictive hiring practices. Give them a chance to interview and give yourself a chance to get to know these talented people who were previously excluded.

Change doesn’t happen overnight – create a plan.

Organizations that want to embrace second-chance hiring must put together a plan to achieve the results they want to see. Even if leadership and HR are fully on board with second-chance hiring, employees may still be skeptical due to the social stigma surrounding workers with criminal records. For a second-chance hiring program to be successful, those employees concerns must first be addressed.

Clear communication and transparency are imperative when communicating about policy changes relating to second-chance hiring. Company leadership and HR should also work together to educate employees about both the business and social advantages of second-chance hiring.

For example, we know that meaningful work reduces recidivism, which in turn reduces crime. Studies put the cost of a single recidivism event at more than $150,000, with the bulk of that price tag being paid for by taxpayers, including the business and its employees. We also know that the No. 1 driver of recidivism is joblessness. It only makes sense to create a path to employment for second-chance workers. These are people that require the most help to succeed but receive the least resources to help them, and businesses have the power to change that.

The “Creating Second Chances” strategy deployed by Koch in 2020 lays out steps that other organizations can follow. These include not disqualifying job seekers with criminal pasts, removing unintended barriers in hiring practices, ensuring employees with criminal records are not stigmatized in the workplace, and perhaps most importantly, ensuring accountability by making a public commitment. It’s a great model for companies still in the process of building their own second-chance hiring strategy.

Developing and supporting second-chance employees is vital.

Many second-chance workers end up working in roles where there is little to no room for upward mobility. In some cases, they are stuck working in jobs where they will struggle to support themselves and their families. That’s why it’s vital for organizations with second-chance employees to commit resources toward professional development and creating growth opportunities. Career pathing is important in any organization, but it’s critically important for second-chance employees as they are already fighting an uphill battle to succeed outside of prison. These employees are more likely to stick around and much less likely to reoffend if they have something to work toward.

Organizations with second-chance employees need to commit resources toward professional development and creating growth opportunities.

Another important factor for second-chance success is to provide a space for mutual support among second-chance employees. Employee resource groups (ERGs) are a great way to accomplish that. By creating an ERG for second-chance employees with an executive sponsor, companies are helping to ensure equity for those employees and that their voices are being heard.

As the leader of a company founded on providing second chances by employing women who are currently and formerly incarcerated, I have seen firsthand how powerful a supportive employer and the right resources can be for second-chance employees. I experience the transformative power of second-chance hiring every day.

The positive outcomes I have seen our organization achieve are replicable. But we in the business community must all change our mindset along with our policies. By doing so, we can achieve true inclusivity and create stronger businesses and communities in the process. Because if we are serious about inclusion, that means including everyone.

Chris McGugan is the CEO of Televerde, a global revenue creation partner supporting marketing, sales, and customer success for B2B businesses around the world. A purpose-built company, Televerde believes in second-chance employment and strives to help disempowered people find their voice and reach their human potential. Seven of Televerde's 10 engagement centers are staffed by incarcerated women, representing 70 percent of the company's 600+ global workforce. For more information, visit https://televerde.com/.