4 ways to reintegrate formerly incarcerated individuals in your workplace

Many businesses claim to support diversity, equity and inclusion (DEI) initiatives in their workplace, but one underrepresented group is all too often left out: formerly incarcerated individuals.

Prevented from even having a chance at employment due to their past, formerly incarcerated individuals nevertheless bring to the table unique skills and qualities that can help alleviate the pressure of the labor issues many businesses face right now.

Support the formerly incarcerated

So HR will want to support the reintegration of the formerly incarcerated.

The labor market right now has been challenging for businesses. For one, the Great Resignation had employees quitting their jobs in search of higher pay, leaving many companies scrambling to fill open positions. At the same time, the unemployment level in America has reached its lowest level in 54 years. Yet, the unemployment rate for formerly incarcerated individuals remains high — at 23% and 18% for men and women, respectively — creating a large available workforce that employers can take advantage of.

By employing these individuals, businesses also have the opportunity to make a significant positive impact on the community. Looking at recidivism rates, formerly incarcerated individuals who are gainfully employed full-time following their release from prison are nearly half as likely to be reconvicted as those who are not.

This data shows us that employing these individuals does not only help your company but also the employees and the community at large.

Challenging the stigma

Sadly, many workplaces have failed — or even outright refused — to tap into this workforce with tremendous potential due to the stigma associated with formerly incarcerated individuals. The fear they are somehow dangerous or untrustworthy is unwarranted, especially as many formerly incarcerated individuals were convicted for non-violent crimes.

Discrimination against formerly incarcerated individuals also has the negative effect of disproportionately affecting people of color. The justice system tends to convict BIPOC at a greater rate than white offenders, with some studies showing that Black Americans are convicted nearly five times more than white Americans, and receive substantially harsher sentences when they are convicted. Thus, any commitment to DEI in the workplace must include formerly incarcerated individuals.

Fair hiring practices

One of the biggest misconceptions employers can hold about formerly incarcerated individuals is that the long gap on their résumé from the time they served equates to a lack of experience. The truth is that many inmates are given the opportunity to improve themselves and their skills while they are incarcerated, whether through holding a job or even taking educational or vocational classes that help them develop skills useful for their reintegration into normal society.

With limited exceptions, businesses should avoid automatic disqualifications based on past convictions. Instead, employers should consider the overall strengths of the applicant in terms of their qualifications, skills and potential in the workplace. Inclusivity in the workplace has already become the status quo when it comes to underrepresented groups, such as BIPOC, LGBTQIA+ individuals and those with diverse gender identities, so why not when it comes to those who were formerly incarcerated?

In many states, there are Ban the Box laws that prohibit employers from asking conviction and arrest history questions in job applications and delay background checks until later in the application process. The goal of these policies is to allow formerly incarcerated applicants to have a fair chance at employment, based on their skills and qualifications, rather than the stigma of their conviction or arrest record. However, this is still left up to the employer’s discretion in many states.

Create a supportive workplace

Making a conscious effort to include formerly incarcerated people in the workplace does not stop with simply hiring them, as formerly incarcerated employees will require a level of support to succeed in the workplace. After spending months or years in prison, these individuals may struggle to readjust to their daily lives — including the workplace. Be patient with these employees, and provide them with the guidance they need to thrive in your workplace.

For example, create and implement mentorship and peer support programs to help provide employees with the guidance and support they need to better contribute to the workplace. If possible, pair new formerly incarcerated employees with others who have had similar experiences. Forming this connection can allow the employee to have a resource to turn to if they ever encounter an obstacle in the workplace. Additionally, create an environment of open communication and make it clear that if they are struggling or need help, they can come to you with any concerns.

Some workplaces with higher numbers of formerly incarcerated employees have found success in offering these resources on a larger scale in the form of employee resource groups (ERGs). These programs connect employees with similar backgrounds with one another and leaders to share resources. Many workplaces have already found success offering these groups for communities such as LGBTQIA+ employees and BIPOC employees, but these initiatives have shown great potential to work among formerly incarcerated employees.

Offer supportive resources

Employers should also not forsake the resources available to help them support their formerly incarcerated employees. There are numerous community-based organizations and nonprofits that exist for the purpose of assisting formerly incarcerated individuals secure employment and reintegrate into society. These programs provide formerly incarcerated individuals with skills, training, resources, and experience that could be useful in helping them secure a job. For HR professionals, partnering with one of these groups could be an excellent way to find qualified candidates.

The government even has several initiatives in place to support the hiring of formerly incarcerated individuals, such as the Work Opportunity Tax Credit. This program provides employers with a tax credit of up to $2,400 to hire and employ individuals from “targeted groups,” one of which is “qualified ex-felons.” This creates a financial incentive to provide support for formerly incarcerated individuals.

Employing formerly incarcerated individuals can require a bit of extra work and support from the employer. These individuals have unique backgrounds that will require them to be supported in different ways in the workforce.

By hiring formerly incarcerated employees, businesses can take advantage of a skilled, loyal, and ready-to-work workforce while making a difference at the same time.