Justice Champion Spotlight: JBM Packaging and Ohio Penal Industries
April is Second Chance Month — a time to spotlight the barriers faced by people with criminal records and the practical, proven solutions that help them rebuild their lives. One of these impactful solutions is Second Chance Hiring: the practice of recruiting and employing justice-impacted job seekers.
While businesses have been embracing Second Chance Hiring as a powerful workforce solution for decades, some are pioneering new, innovative programs that go further to train and support justice-impacted individuals. One standout example is JBM Packaging, an Ohio-based manufacturing company and a leading provider of eco-friendly packaging and filling services.
In 2017, JBM Packaging partnered with Ohio Penal Industries (OPI) — a government agency that provides job skill training and certificate programs to incarcerated adults to prepare them for employment upon release — to launch the Machine Adjuster Training Program. This reentry training initiative empowers individuals incarcerated at Ohio’s London Correctional Institution to develop specialized skills as Machine Adjusters using JBM Packaging machines that have been placed within the OPI Shop at the prison. Participants in this program can make a livable wage throughout their training and have a career pathway with JBM Packaging upon their release.
Read on to hear personal stories from Amanda Hall (Talent Acquisition and Training Specialist at JBM Packaging) and Ann King (Chief of Ohio Penal Industries), their thoughts on Second Chance Hiring, and more about the Machine Adjuster Training Program.
Can you tell us about how Second Chance Hiring has shaped your life and career?
Amanda: Second Chance Hiring has given me the opportunity to rebuild a life I once thought was lost. Before addiction took hold, I had a successful career and a bright future. After going to prison, I believed that chapter was closed forever — until JBM proved otherwise. Through passion, hard work, and dedication, I have not only reclaimed the life I once envisioned but have built something even greater: a fulfilling career in Human Resources, the loving family I always dreamed of, and the opportunity to serve as a positive role model for others facing the same challenges I once did.
JBM Packaging has embraced Second Chance Hiring for a long time. How did that commitment come about?
Amanda: JBM was struggling to find quality employees when our owner, Marcus, learned about the immense challenges individuals face after incarceration — especially the barriers to employment that make rebuilding their lives so difficult. Recognizing the potential for both social impact and business success, he began exploring Second Chance Hiring as a solution, opening the door to new opportunities for both JBM and those seeking a fresh start.
Amanda Hall, Talent Acquisition and Training Specialist at JBM Packaging (right), with JBM’s Better Lives Coach and participants in the Machine Adjuster Training Program.
The Machine Adjuster Training Program is one of the ways JBM goes beyond traditional Second Chance Hiring practices — like delaying or eliminating criminal background checks — to create even more expansive career opportunities for justice-impacted individuals. What inspired the launch of this program?
Amanda: JBM’s partnership with OPI began with a vision to reduce recidivism by providing second chances to individuals transitioning out of incarceration. This initiative required months of navigating the prison system while also preparing our team for cultural shifts within the company. In early 2017, these efforts led to the launch of our Machine Adjuster Training Program. Machine adjusters had long been our most challenging role to fill, as the position requires a high level of technical expertise and years of training. It only made sense to place our machines within the facility and begin training individuals before their release — creating a pipeline of skilled talent ready to step into these critical roles.
What does the impact of OPI’s reentry work look like in local communities throughout Ohio?
Ann: OPI provides incarcerated individuals with job skills, soft skills, certifications and secondary education that they may not have had prior to their incarceration. Through partnerships with those like JBM, we are able to ensure that these individuals have jobs lined up prior to their release from prison. OPI participants who leave our care have a good work ethic and job experience — traits that many businesses in our community are seeking.
OPI has over 300 incarcerated individuals actively enrolled in apprenticeships. These apprenticeships range from graphic designers, to construction craft laborers, to combination welders. Additionally, OPI has nearly 20 certifications in a wide range of skill sets. We have too many success stories to list, including that OPI alone employs eight formerly incarcerated individuals.
OPI participants in the certified welder program.
What was OPI’s reaction when JBM Packaging proposed this Machine Adjuster Training Program?
Ann: Internally, OPI has over 28 apprenticeship opportunities and 9 certifications; the Machine Adjuster Training Program has added a skill set to that list. We are fortunate to have a private partner in JBM that sees the value in training programs and what they bring to the workplace.
Ann King, Chief of Ohio Penal Industries (center) and participants at OPI.
How has the Machine Adjuster Training Program evolved and what does it look like today? How has it impacted JBM Packaging and its workforce?
Amanda: At JBM, continuous improvement is at the core of everything we do. We've refined our selection process to ensure the right individuals step into these roles, increased wages to support a smoother transition into society, and enhanced our training by providing hands-on experience with live jobs. This approach equips participants with real-world skills, allowing them to hit the ground running on their first day at JBM. This program has also been a tremendous benefit to JBM, creating a steady pipeline of skilled machine adjusters ready to fill critical roles. As a result, we can staff more machines, increase production, and strengthen our workforce with highly trained, talented, and loyal team members.
Training participants in the JBM Machine Adjuster Training Program.
How has Second Chance Hiring (or Fair Chance Hiring, as it’s often called at JBM) benefited the company over the years? What are some key challenges you’ve had to overcome?
Amanda: Fair Chance Hiring has been a tremendous asset to JBM, providing the strong and dedicated workforce needed to support our business growth. Since implementing the Fair Chance Program in 2016, we have doubled in size as a company. Our team members are loyal and deeply grateful for the opportunity, which translates into a strong work ethic and high morale.
Like any major cultural shift, we have faced challenges along the way, but we remain committed to finding and implementing solutions. Programs like our Better Lives Coaching Program help fair chance team members navigate reentry, while our Roadmap to Wheels initiative provides a pathway to independent transportation. Additionally, we continue to refine our recruiting strategies to ensure we bring in the right talent and maintain strong retention. These efforts have not only strengthened our workforce but created more opportunities for growth, advancement, and long-term success.
In your experience, what are some of the biggest barriers that people with criminal records face when reentering the workforce?
Ann: Unfortunately, there are many employers who refuse to look beyond people’s criminal records despite the fact that their debt to society has been completed. Employment is one of the most crucial keys to reducing recidivism in Ohio. With stable employment and income, individuals are less likely to return to old behaviors and more likely to engage in pro-social activities that keep them from returning to incarceration.
Ann King with OPI participants.
Why is it important for private businesses and government agencies to collaborate on Second Chance Hiring programs?
Ann: There are approximately 18,000 people being released from Ohio’s prisons every year, the vast majority of which need employment to support themselves and their families. Ohio Penal Industries strives to run an effective training program that teaches employment skills and prepares our incarcerated workforce for success after release. Partnering with OPI engages potential employees with employers to train and prepare a future workforce once the individual is released.
If you’re a business leader who is interested in learning more about Second Chance Hiring, don’t hesitate to reach out. Get started on your hiring journey today with customized advice from RBIJ’s Inclusive Hiring team.