Discrimination against citizens with criminal records is the norm in the working world. Many CEO’s are trying to change that.
Many company heads have sent out statements of support for Black Lives Matter protests and many have pledged millions to the movement.
They need to do more.
If corporations want to help end racial disparities in our country, they could adjust their hiring practices and hire those with criminal records.
With so much red tape and state and federal barriers, this direct action will be immediate and beneficial. Many people with records got them decades ago. Many have used their time in prison to develop valuable skills. CEOs can communicate to HR to look at the whole individual rather than isolating a past mistake they made.
Black Americans have also been jailed for such simple missteps as running a traffic stop and the disparity needs to be considered.
Black families are 50 percent more likely than whites to have an incarcerated family member.
After incarceration, if a person can’t find a job the effect is also felt in reduced earnings, lower wealth, restricted political participation, and poor health outcomes.
CEOs can look today at what policies and practices they have in place regarding the employment of people with criminal records.
While many have signed statements, they have yet to prove with hiring practices. There are “Ban the Box” policies which don’t allow questions about criminal records on initial job applications, but in many instances where the policy is in place Black applicants are less likely to even be granted an interview.
CEOS can also make sure they implement “best practice” settings where job applicants are given the opportunity to respond, rather than be subject to automatic elimination.
JP Morgan Chase, Starbucks, and Slack are among companies making second-chance hiring an intentional part of their recruitment strategies.
