Labor Day is a time to celebrate American workers — the people who power our businesses, economy, and communities. As we honor their significant contributions, we must also acknowledge those whose potential in the workforce has often been overlooked: individuals with criminal records.

Today, 1 in 3 Americans have some form of record, facing significant barriers to employment. At least 650,000 Americans return from incarceration each year to find themselves all but shut out of the labor market.

But a growing number of businesses are tapping into this overlooked talent pool, and discovering resilient, hardworking, and loyal employees. We are proud to showcase these workers’ impact by hearing directly from their employers.

Here are four proud Fair Chance employers speaking about how this hiring practice has impacted their organizations for the better and how their employees embody the industrious spirit of the American worker.

“We promote people who are work-ready and have the skills to do the job” - Shea Zwerver, Flagger Force

Flagger Force is a short-term traffic control company serving 11 states across the eastern seaboard. Shea Zwerver, their Public Affairs & Workforce Development Manager, shares how hearing personal stories from their employees reinforces the company values of giving people the dignity of work while prioritizing traffic safety.

“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.”

By providing a wide range of entry-level jobs, Flagger Force is reducing barriers to employment that impact most justice-impacted individuals. The National Institute of Justice finds more than 40,000 barriers to meaningful reentry, including limited access to jobs, healthcare, housing, driver’s licenses, and more.

“We can do as much as anyone else”- Charlotte Garnes, ReNForce

Charlotte Garnes is a justice-impacted business leader who runs ReNForce, an organization focused on training businesses in inclusive hiring and providing support for reentering citizens as they navigate the workforce. She speaks to the skills and talent of justice-impacted workers.

“So many of us look into entrepreneurship while we’re incarcerated. We have the skills but when we go to complete the application for a license, we’re asked if we’ve ever been convicted of a felony or misdemeanor, and then we’re denied because of our background, and we’re not able to move forward with that process and contribute to society. We’re just as educated, we’re just as skilled, we’re just as knowledgeable, we can do as much as anyone else.”

Fair-chance employers know this to be true: justice-impacted workers are skilled and valuable additions to your team. According to a SHRM study, 85% of HR professionals and 81% of business leaders found that individuals with criminal records perform the same as or better than employees without criminal records.

“[My second-chance employees] are always quick to learn” - Jackie Huebbe, SugarBot Sweet Shop

Jackie, owner of SugarBot Sweet Shop, started her Fair Chance Hiring journey back in 2019 and found the process to be similar to her regular hiring practices. She has advocated for Clean Slate legislation in her home state of Missouri, which would remove barriers to employment for justice-impacted individuals through automatic record sealing.

“My experience with Second Chance Hiring has been that almost everyone is in the category where they enjoy the work. And while they might not be good at it right away, they’re always quick to learn and quick to pick it up. My second-chance employees have always been great at both giving and accepting candid feedback – I’ve really appreciated the communication that has come along with it.”

Clean Slate laws have been passed in 12 states in the U.S. providing automatic record sealing to millions of Americans. These laws reduce barriers for citizens who have served their sentence and remained crime free for a set period.

“The greatest thing we can do is help [people reentering the workforce] rediscover their purpose”  - Drew Patterson, Basic Industries

Drew Patterson, owner of Basic Industries, a lumber remanufacturer in Colorado, turned to Fair Chance Hiring out of necessity during a labor shortage. Now it has become part of the company’s hiring strategy and Drew has seen the power of second chances in his employees.

“Each person coming through our doors has a unique set of circumstances that can make reentry very difficult. We are learning that the greatest thing we can do is help them rediscover their purpose, dignity and humanity. They are coming from a system that is designed to remove value from the individual. As they earn a paycheck, they have a new sense of responsibility, they learn the specific ways they are able to contribute, and they develop a place of belonging and purpose.”

The U.S. is facing a significant labor shortage with the U.S. Chamber of Commerce finding that if every unemployed person in the country found a job, there would still be millions of open jobs. This is partly due to “The Great Reshuffle” which tracks the trends of lay-offs, workers quitting, and hiring rates over the years since the pandemic. For businesses to remain well-staffed and thriving, all hiring strategies need to be considered, including the proven practice of Fair Chance Hiring.

How to Get Involved in Fair Chance Hiring

When justice-impacted individuals are given a fair chance to succeed, they not only thrive in the workforce but also help build safer, more prosperous communities. These stories from forward-thinking employers show that Fair Chance Hiring isn't just about filling jobs — it's about unlocking potential, fostering loyalty, and making a lasting impact on both businesses and society.

If you want to learn more about Fair Chance Hiring, connecting with a business-focused nonprofit like RBIJ is a great way to start! Schedule a free consultation with RBIJ’s Inclusive Hiring Team and start building a more inclusive, resilient, and successful workforce.