October 2020 Summaries

Checkr has developed an end-to-end expungement service that helps people move forward from their past by removing or "sealing" prior criminal records from public access, thereby increasing the chances of employment and other opportunities for individuals with a history of crime. Expungements have been shown to have far-reaching benefits, including low subsequent crime rates and huge increases in wage and employment trajectories. However, the process can be lengthy due to court backlogs and administrative barriers, making it difficult for many job seekers to access expungement services, which often come with a high cost. Checkr aims to make expungements more affordable and understandable by partnering with Lawyaw to automate the process and providing tools that educate customers about potentially expungeable charges. The company is launching its service by sponsoring the first few hundred expungements for eligible job-seekers at no cost to them, with plans to partner with nonprofits, government entities, and companies to sponsor more expungements in the future.

To support newly hired fair chance candidates, organizations should have transparent conversations with them about any additional support they may need, and prepare to make accommodations for conditions of parole or probation. It's essential to remember that talent disclosing their record is always their choice and to have a clear confidentiality policy in place. Organizations can foster respect and connection by creating an Empowering Language Guide, shifting culture on a larger scale through Reentry Simulations, and volunteering with community practices. They should avoid outing talent without consent, monitoring them excessively, allowing harmful language or stereotyping, keeping them in separate programs, or pressuring them to share personal stories publicly. By treating fair chance talent with dignity and respect, organizations can reap benefits from engaging this valuable workforce and contribute to the movement for equitable access to meaningful work.

The new decade has brought attention to essential needs such as safety, community, and employment access, particularly for black people and people of color who face greater disadvantages in surviving the global pandemic, failing economy, and uncertain future. America's prisons reflect national inequity, with 1 in 3 Americans having a criminal record, making it difficult for those with conviction histories to find work. Fair chance hiring is an opportunity for employers to make a positive impact by implementing policies that ensure fair assessment of candidates regardless of their background. To start, organizations should create an intentional hiring plan, connect with local source partners to find top talent, conduct skills-based interviews, and fairly assess charges using the nature/time/nature test. By implementing these practices, businesses can help break the cycle of recidivism and provide economic stability for individuals exiting the jail and prison system.

The Diversity Group You're Overlooking: How to be a Fair Chance Employer` playbook provides guidance on implementing fair chance hiring practices, acknowledging that there's no one-size-fits-all approach but small adjustments can make a difference. Companies can start by gaining stakeholder buy-in and recognizing the benefits of fair chance hiring, including reducing bias in hiring decisions, improving ROI through lower turnover costs, decreasing recidivism rates, and increasing fairness without lowering hiring standards. By adopting these practices, organizations can create positive social change, end cycles of recidivism, and give all applicants an equal chance to succeed, particularly for underrepresented groups such as women of color and Black men.