![]() How Fair Chance Hiring Can Bring Us Closer to Racial Justice The fact that Black people are more likely to face arrest and criminal charges - Black men are incarcerated at more than five times the rate of white men - means that they are more likely to be barred from entering the workforce because of a criminal record.Įssentially, fair chance hiring mandates that employers only assess a candidate’s criminal record after the candidate has been interviewed and is considered qualified for a role. To have a true impact, employers must go beyond “ ban the box” policies and be proactive about establishing a pipeline of qualified candidates who, because of their criminal records, they’re otherwise likely to miss out on meeting. They can start by implementing a practice called fair chance hiring.įair chance hiring is based on the premise that everyone, regardless of background, has the right to be fairly assessed for a role they are qualified for. Business leaders in particular have an opportunity right now to help address some of the cracks in America’s social system, while also building more equitable, diverse, and overall stronger workplaces. This new decade has forced us to confront some harrowing truths - namely, that Black people and people of color don’t have the same access to fundamental resources. ![]() Employers considering building a fair chance hiring program should: 1) Create an intentional hiring plan and make sure that top leadership, HR, recruiting, and legal are all bought in 2) Connect with local community partners to identify talent 3) Conduct skills-based interviews and 4) Fairly assess the charges brought against the candidate by evaluating the nature of their conviction, the length of time that has passed since the offense, and the nature of the job for which you’re hiring. It mandates that employers only assess a candidate’s criminal record after the candidate has been interviewed and is considered qualified for a role. Studies show that employment is the single most important factor in reducing recidivism that people with criminal records are no more likely to be fired for misconduct than people without records and that they’re statistically less likely to quit, which saves employers a considerable amount in turnover costs. Business leaders who have recently pledged to improve their diversity, equity, and inclusion efforts can start by implementing a practice called fair chance hiring.
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