For decades, the traditional workforce has assumed people with criminal backgrounds are a risky hire.
But studies have shown that those with criminal records, even with serious felonies on them, are found to be reliable employees. Still, after release from prison, three out of four people remain unemployed and very few employers will even accept job applications from an ex-offender, which turns out to be a bad business move, according to the ACLU.
Due to this employment discrimination against ex-offenders, our gross national product suffers a roughly $80 billion loss annually and there is a high rate of recidivism that results from ex-offenders’ unemployment. Returning to prison also leads to rising correctional costs.
A study from Northwestern University also found that a benefit of hiring people with criminal records is that they are no more likely to be fired for misconduct than people without records.
Also, keep in mind that when talking about ex-prisoners, countless people have been imprisoned wrongfully or because they couldn’t afford a lawyer.
While it’s normal to screen for red flags and a potentially bad hire, a criminal background check often doesn’t give the whole picture. The ACLU reports that it’s important for an employer to also look for not so obvious positions for people who could fill the role.
For example, someone with substance abuse offenses can work in an office role in a medical facility and not have to be around pharmaceuticals.
The study concludes that employers should also look at a potential hire’s background, the crime they committed, and the bigger picture of the person whether they have a criminal record or not.
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