Justice Champion Spotlight: Shea Zwerver, Flagger Force

Who is Flagger Force?

Flagger Force is an industry-leading, short-term traffic control company serving the eastern United States. We have approximately 2,000 individuals working across 11 states, including Pennsylvania, Maryland, Delaware, Virginia, West Virginia, North and South Carolina, Georgia, and Florida. It’s very important to us to bring safe and reliable traffic control solutions into new markets as we expand across the United States. Our number one priority is safety — for our clients, crews, motorists, and the community at large. And we’re very passionate about providing quality work, creating jobs and career pathways, and giving back to the places where we live and work.

What impact have you seen from Flagger Force’s Workforce Development Program?

First, I think it’s important to recognize that workforce development isn’t one singular candidate, training, or program at the company — it’s a holistic effort and ethos that is fundamental to our company’s culture. At Flagger Force, we’re a fair chance employer. I think the greatest impact we have seen from Flagger Force’s fair chance commitment is giving people the dignity of work and hearing their personal stories.

For example, we hear from our employees about their gratitude for an opportunity to work, and how they felt important and valued because we were able to get back to them so quickly in the hiring and recruiting process. Also, we provide opportunities for advancement within the company. We’re a merit-based company, so we promote people who are work-ready and have the skills and ability to do the job. We don’t require educational degrees or previous work experience, making our entry-level field positions accessible for a wide range of individuals. Field employees can get into a company vehicle within 45 to 60 days of employment-this has a great impact on their life— and facilitates a sense of accomplishment.

Some of the other most significant impacts include opportunities to pursue both personal and professional growth through initiatives such as our GEDWorks™ program, educational training through microlearning, and our employee assistance program that supports employees and anyone living with them on topics like workplace relationships, finances and budgeting, life events, and mental health services.

What practical steps can businesses take to start hiring individuals from underrepresented communities?

The biggest and most practical step a business can take to start hiring individuals who have been impacted by the criminal legal system, is building a strong network of partners. At Flagger Force, we’ve built a strong network of relationships with community organizations, re-entry training programs, and state prisons and local jails — and they all help identify work-ready applicants to join our team. This helps meet both our business needs as well as the human need for employment. I would encourage businesses to seek out those organizations who are currently serving marginalized, underserved, or underrepresented populations, and then proactively start to engage with them and build those relationships.

Businesses can also take a hard look at their own recruiting and onboarding processes to ensure there’s no underlying biases or that they aren’t unintentionally making it more difficult or inaccessible for certain populations to apply. For example, how does having an online application process affect people who struggle with digital platforms? Are people kept out of jobs because of a minimum education requirement that isn’t necessary?

The last thing I would suggest is that businesses take stock of what internal programs, resources, and training paths they have that could better support their employees. That could look like meeting with employees to understand what benefits the company could adopt and offer that promotes self-sufficiency or laying out defined growth plans and implementing training to allow employees to progress along that growth plan or pathway, while providing mentorship opportunities.

Why is Flagger Force committed to justice reform? Why did you choose to join the Workforce and Justice Alliance (WJA)?

Flagger Force is committed to justice reform not only because it is the right thing to do but because everyone deserves the dignity of work. People should be considered for their capabilities first and foremost. Criminal records can cause undue and unjust scrutiny and keep people out of work; denying an individual with a criminal record meaningful employment has ripple effects on their housing, educational opportunities, and familial support, which can perpetuate cycles of incarceration. We’re committed to advocating for justice reform and providing employment opportunities for everyone.

There are about 600,000 people who are released from prisons annually. From the business side, this is a huge untapped, underutilized workforce resource. At Flagger Force, we’re also committed to justice reform because a strong and stable economy is reliant on people working. And formerly incarcerated individuals are continually left out of the workforce and left out of jobs because of the social stigma their background may carry and the systemic policies and practices that contribute to keeping them out of employment. So, our organization wants to help with justice reform and be an advocate because it’s a critical initiative that can bring positive change for individuals, their families, the community, and the economy as a whole.

What excites you most about the Workforce and Justice Alliance?

We’re excited about connecting with other businesses and thought leaders who are just as passionate and committed to reforming our criminal legal system and expanding fair chance employment as we are. The opportunity to come together collectively through the WJA is going to provide a tremendous opportunity to amplify each of our individual efforts and voices to really drive progress around some antiquated systems and laws that continue to marginalize people with criminal records.

Joining the WJA is a critical step to advocating and proactively making change when it comes to fair chance employment — it will give us an opportunity to not just amplify Flagger Force’s efforts through collaboration, but to also scale these efforts with other fair chance employers. We’re most excited to have the opportunity to create meaningful positive change across our communities.

What role do businesses play in creating a fairer and more equal society?

Businesses have a lot of opportunity to create a more fair and equal society, because they have large platforms, followings, and influence that can be used to increase awareness about the importance of criminal legal system reform. When businesses commit themselves to fair chance employment, and to using their voices to speak out on these issues, we can help create a fairer and more equal society.