By Ashley Furst, Senior Program Manager Employment Opportunities, RBIJ

Each year, over 600,000 people are released from prison. That’s 600,000 people who are now saddled with over 40,000 collateral consequences and a label that defines them for the rest of their lives.

In April, the United States observes “Second Chance Month,” a nationwide recognition of the substantial and often lifelong barriers faced by returning citizens. These barriers are particularly pronounced when it comes to employment and housing, ironically the two biggest factors determining recidivism.

The unemployment rate for formerly incarcerated individuals is 27%, higher than it has ever been for the general population – including during The Great Depression. At the same time, U.S. businesses are currently looking to fill almost 10 million vacant positions, and studies show that justice-involved individuals perform as well as or better than those without. One in three Americans has some form of criminal or arrest record – so why are many employers hesitant to tap into this vast, diverse, and underutilized talent pool? 

The damage of this oversight goes beyond employers and the individuals being overlooked. Without a fair shot at a steady and reliable job, people with criminal histories often find it difficult to integrate back into society - incurring a cost neither they nor their communities should have to pay. Access to gainful employment is a crucial determinant in whether a person will reoffend, and limiting this access for someone who has accepted their punishment and done their time simply doesn’t make sense. 

For me, prison was the “easy” part. What no one tells you is how difficult it can truly be to reenter society and rebuild your life when the odds are stacked against you.

Employment was particularly difficult for me during my re-entry journey. I was lucky growing up and had access to an education, even obtaining a Masters Degree in Marketing from Johns Hopkins University. I had over 10 years experience in Marketing & Communications, yet when it came time to disclose my felony conviction, none of that mattered. All potential employers heard was the dreaded word “felony,” and my offer was rescinded because I was a liability in their eyes. It’s easy to feel defeated when you’re constantly being told “no,” and all I wanted was a chance to prove myself. 

I was eventually given an opportunity to get back into my career field with a small digital marketing agency based in Centennial, CO. While she had never hired anyone with justice system involvement before, she saw me as a person that could bring value to her business with my skill set. If I struggled this much finding employment after 27 months in prison, with a college education, can you imagine how difficult it is for individuals who have spent decades in prison? 

I can say from my personal experience some of the smartest people I’ve met where while I was incarcerated—they just need someone to give them a chance. This population has resilience and grit, and are people who have hit bottom and bounced back, often against all odds.

Because of my personal experience, I set out to find out why employers might be reluctant to embrace this population into their workforces, conducting dozens of conversations with companies across a wide range of sectors, including financial services, insurance, manufacturing, service providers, and restaurants, in addition to academics and nonprofits.  These transparent conversations revealed three main stumbling blocks businesses face when it comes to employing individuals with records: prospective candidates may lack necessary skills (such as digital literacy); employers may be unable to identify justice-involved candidates for open positions; and companies may struggle to adjust internal processes.

My research, supported by Arnold Ventures,  also revealed practical steps to driving the adoption of Second Chance hiring (SCH) practices – a “roadmap” to help create a more inclusive economy for the more than 70 million people with records. These include:

1. Employer education on the business and human case for SCH, as well as the unique challenges faced by individuals returning to communities post-incarceration

2. Identifying community-based organizations (CBOs) and reentry partners to help businesses develop successful SCH programs and support system-impacted hires

3. The provision of workforce development and training opportunities for second chance employees to allow for upward career mobility.

We advise that businesses start small – hiring just a few individuals – so that over time, employers can both expand their programs and retain the top talent they need. The practical steps laid out in this roadmap will have a positive impact on employees, customers, suppliers, communities, and bottom lines – representing the first steps on a journey towards a more inclusive economy, and allow someone who has accepted their punishment and done their time to begin to rebuild their life.