HR experts cite merits of hiring ex-offenders to fill skills gaps
A recent study from Novus found that four in five employees are comfortable working alongside someone who’s been in prison, with 59% adding that they believe companies who hire the formerly incarcerated are making a positive contribution to society.
That could represent a large, untapped market of skilled candidates.
Misplaced bias and lack of awareness means that companies are really missing out on some top tier talent, according to LeRon Barton, an equity consultant.
"There's a lot of stigma," he says, "with people thinking they’re violent or drug-addled. But people make mistakes—they can only work with the choices given."
According to Clipper Logistics, there’s a 92% retention rate amongst their formerly incarcerated workforce – a huge improvement on the broader industry average. What’s more, a US Chamber of Commerce report found that the benefits of hiring formerly incarcerated individuals includes increased national productivity, stronger communities, low turnover and super high retention.
“The formerly incarcerated are actually three times more likely to stay in a job because they feel a great sense of loyalty,” Barton tells HRD, stemming from a shortage of abundant opportunities and a desire to seize the few chances they’re given.
Echoing sentiments from his Oxford talk, where he addressed how economic pressures and limited resources drive many people toward crime, Barton quotes Stephen French, a former gang leader, who described these as "lifestyle crimes," actions taken just to survive.
“When you're locked out of ways to make money legally,” Barton says, “you're going to take it upon yourself to do things illegally. We all have to survive, but we’re not all given the same opportunity to access the system.”
This lack of opportunity, Barton argues, is often overlooked in public discourse. He cites a University of Phoenix advert that reads, "We’re all born with ability, but not everyone’s born with resources." This discrepancy, he explains, is at the root of why some resort to what he calls "penitentiary chances," the risks people take when legal paths are shut off.
“Everyone deserves not a second chance but, as my friend Eric Gentry says, another chance. We can't be so quick to throw people away,” he insists. Instead, he’s calling on employers to remove that “scarlet letter” many wear long after serving their sentences. “
“You’ve gained these skills. You’re hungry. You’re willing to work. Give these people a chance. Let them show you they’re rehabilitated, that their life has changed.”
The lack of support from governments, employers and society in general means that formerly incarcerated individuals struggle to get their foot in the door post-prison. But why are employers so reluctant? Is it a misplaced bias, a nervousness over change or simply a prejudice? It seems as if it could be all three.
“Many companies are reluctant to hire formerly incarcerated people out of fear or stigma, but if they subscribe to the idea that people are incarcerated to pay a debt to society, for rehabilitation rather than just punishment, then once that debt is paid, formerly incarcerated people deserve a second chance,” adds Angela Champ, VP of HR at Alpine Business Maintenance.
“Studies show that people who are able to get a job after coming out of prison as less likely to re-offend, so giving that person a second chance in life not only gives them a livelihood, not only increases the candidate pool in a tight labour market, but also benefits society as a whole.”
And, for those employers hesitant to hire individuals with a criminal record, Barton offers practical advice: look beyond the record and judge each candidate on a case-by-case basis.
“Inside, people gain skills—learning to work with diverse people, handling pressure, being resourceful and innovative with what little they have,” Barton explains. He quotes King Tone of the Almighty Latin King and Queen Nation, who said, “We are not our worst mistake.”
The notion of giving people another chance is one that’s quickly gaining momentum – with HR leaders slowly opening their eyes to the much-needed and highly diverse skills sets formerly incarcerated individuals possess.
“I think it’s really important for businesses to give people a second chance,” adds Rob Stone, director of people and culture at CHEP Network. “In Australia, we’re seeing more and more homelessness, and recent surveys show that over 40% of people who get out of jail end up back in prison within two years. A big part of the problem is unemployment.
“Most people with criminal backgrounds have actually spent time in jail learning qualifications, new skills or trades to help turn their lives around, especially in industries that are facing labour shortages. Employees that have been given a second chance tend to have strong work ethics and are high performers, as they are extremely loyal and thankful for seeing what others might not have seen.”
Ultimately, for Barton, this mission is so important that he’s in the midst of creating a program that helps incarcerated and formerly incarcerated individuals tell their story through technology – something which will ultimately help them thrive on the outside in their new careers.
“We're so we're not only encouraging them to tell their story, but we're also helping them do it through podcasts, through blogs, on the internet and social media. Because I believe that that is the that is the next step as far as storytelling goes. Companies grow more and perform better when they have a variety of lived experiences.”
