In today’s labor markets, we face a surplus of job openings, with more open positions than people to fill them. According to the US Bureau of Labor Statistics, there were 10.8 million job openings at the end of January 2023, compared to an unemployed population of 5.7 million at the same point.
However, if you look at the unemployment rate among those who were formerly incarcerated, nearly 60 percent are without a job a year after being released. This paints a bleak picture of the “second chance” that formerly incarcerated individuals are supposed to receive.
Problem: Companies have a desperate need for labor
This issue is further accentuated by the fact that the criminal justice system disproportionately affects minority populations. Reports show that people of color are more likely to be arrested and convicted and receive harsher sentences for their convictions, resulting in a significant number of individuals behind bars who have been sentenced for nonviolent crimes.
There is no reason that these people should not be allowed to hold normal occupations like anyone else upon their release. Yet, the stigma that remains against formerly incarcerated individuals continues to limit the job opportunities they have.
One of the biggest misconceptions about hiring formerly incarcerated individuals is that the gap on their resume from when they were serving time is “wasted time,” when the reality is that few inmates do nothing while incarcerated. Many incarcerated individuals take up a job within prison, while others pursue educational or vocational training opportunities. These opportunities are designed to give inmates the skills and knowledge they need to successfully reintegrate into society upon their release, making them valuable for their personal and professional growth.
Solutions: How to support formerly incarcerated individuals in the workplace
To overcome this myth, employers should focus on skills and qualifications rather than educational background or job experience — starting with the job posting. However, showing support for formerly incarcerated individuals does not stop with simply hiring them. Indeed, for formerly incarcerated employees to thrive in the workplace, business leaders must actively commit to providing them with the support and resources they need to fulfill their maximum potential.
Furthermore, employers should show willingness to work with their employees from underserved communities — including formerly incarcerated individuals — to help them gain the skills and knowledge they need to thrive in their new jobs. This requires an investment in training and upskilling programs, which can help bridge the gaps overlooked talent may face, empowering them to thrive more easily in their roles.
Businesses that wish to employ and train formerly incarcerated individuals have a wealth of resources at their disposal that can provide them with financial or other assistance to ensure their employees’ success. For example, employment agencies and nonprofit organizations can connect employers looking to hire formerly incarcerated individuals with job seekers. Government programs also exist that give employers a financial incentive to hire and keep formerly incarcerated individuals on staff.
According to several surveys, many employers fail to realize that formerly incarcerated employees make more engaged and loyal employees. Many formerly incarcerated individuals often require a job as a condition of their release. Still, the difficulty of the job hunt for these individuals also means they are willing to stay at the same company for longer. This could benefit many companies right now since employee retention is at the forefront of business leaders’ minds.
It’s also important that employers practice flexibility regarding the timing and transportation of their formerly incarcerated employees. For example, formerly incarcerated individuals might have restrictions on what times they are allowed to work based on their probation conditions. Other employees may depend on public transportation to get to and from work. By showing flexibility — scheduling them for shifts that fit their needs and restrictions — employers can ensure that formerly incarcerated employees are primed for success in the organization.
Other arrangements, such as allowing formerly incarcerated individuals to work remotely when possible and appropriate, could help further accommodate their needs. Especially for those with disabilities or other responsibilities, such as caregiving or homemaking duties, offering this level of flexibility will allow them to maintain employment without sacrificing any of their other responsibilities.
Results: How accommodating formerly incarcerated individuals in the workplace serves both the business and the community
Of course, the most obvious benefit of employing and investing in training for formerly incarcerated individuals for businesses is that they can fill their labor needs with skilled and loyal employees. Businesses can overcome the challenges of the current market by harnessing this untapped workforce of individuals actively looking for jobs and eager to learn new skills to contribute meaningfully to an organization.
Moreover, investing in these programs could have a substantial positive impact on the formerly incarcerated employees themselves. Studies have shown that formerly incarcerated individuals who can maintain gainful employment after their release from prison tend to have much lower recidivism rates. This means that supporting formerly incarcerated individuals to help them navigate the challenges of reintegration into the workforce could help prevent people from ending up back behind bars.
Key takeaways
By committing to a workplace that is more inviting and open to workers from overlooked backgrounds, including formerly incarcerated individuals, businesses can better face the challenges of the current labor market and give back to the community by supporting individuals in need. However, this requires employers to commit to providing the training and resources they need to succeed in the workplace.
