Ban the Box Laws: What Employers Should Know

Ban the Box is a movement that aims to give candidates with arrest or conviction records a fair chance at employment, and its impact on employers is multifaceted. Currently, 37 states and over 150 cities have adopted Ban the Box policies, which vary in scope and application. These laws govern when employers can conduct background checks and prohibit them from considering an applicant's arrest or conviction history until after a job offer has been made. This shift allows more people with criminal records to access employment opportunities, reducing unemployment rates among this group. By banning the box, employers can boost their economy, increase their labor pool, build diverse teams, improve employee retention, and enhance their organization's image. To incorporate Ban the Box into their hiring process, organizations should create a plan for change, gain buy-in from key stakeholders, educate their team about justice-impacted individuals, train hiring managers to remove bias, partner with local organizations that help formerly incarcerated people re-enter society, and choose an accredited background check provider that supports fair chance hiring. By doing so, employers can navigate the complex web of Ban the Box ordinances and reap the benefits of a more diverse and loyal talent pool.

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