The Society for Human Resource Management (SHRM) and the Charles Koch Institute partnered for a study on individuals with criminal records in the workforce.
They groups looked at information shared by HR professionals, business leaders, and individual contributors about this talent pool.
With their findings the groups launched the Getting Talent Back to Work initiative2, which offers resources to working professionals and employers on second-chance hiring.
It’s important for employees to consider individuals with records both from a business and societal standpoint. It is estimated that nearly 1 in 3 Americans (more than 70 million people) have a criminal record.
Because of recent social justice initiatives and the COVID-19 pandemic, the workplace has changed the way they look at employees.
The study found that two-thirds (66%) of HR professionals said their organization has hired individuals with a criminal record. More than three-quarters (76%) of HR professionals from organizations with 500 or more employees said they had hired individuals with criminal records.
Executives in manufacturing, construction, and utilities industries were found to have hired individuals with criminal records the most of any industry.
Out of those that were hired with records, 83% said the individuals have a substance-related felony in their background. The same percentage said the individuals have a misdemeanor like shoplifting or vandalism in their background.
Compared to three years ago, over half (53%) of HR professionals the study interviewed said they would be willing to hire individuals with criminal records.
Employers were also asked about the potential legal and brand liability of hiring these individuals. In 2021, 34% said they were concerned about a legal liability.
For companies, hiring people with records can be an asset, with HR workers saying 81% of workers with criminal records were of a comparable or better quality than workers without a criminal record.
Executives and HR workers who do not ask about criminal history on the initial job application said the reasons for this were one, that the information is not necessary at this point and they want to hire the best talent for the job.
For companies that do check, the majority said 84% said they will consider the length of time since the crime was committed.
The study found that a low number of companies, (34%) had formal policies in place for second chance hiring. Almost half (47%) of organizations with less than 100 employees said they do not have any policies over second chance hiring.
