Fair Chance Employment

Our Fair Chance employment practice operates under the brand identity Levelset, and is specifically designed to support employers and industry associations to implement inclusive hiring strategies that provide career opportunities to people returning from the justice system. Through this work, we support employers to adapt policy and culture and make jobs more accessible to people with past convictions and launch comprehensive Fair Chance recruiting efforts in high-demand markets in partnership with community-based reentry and workforce organizations. Through Levelset, we engage directly with employers, support industry leaders to communicate best practices, and create open-source tools, resources, and content at our Fair Chance Learning Center to help build and grow the field of Fair Chance employment


Please visit to learn more about this work.


Case Studies

Manufacturing Institue (MI)


Engagement: Through Levelset, Envoy has been working with the Manufacturing Institute (MI) to support its Second Chance Employment Initiative since early 2021. MI is the workforce and education arm of the National Association of Manufacturers (NAM) and leads content and programming to meet the needs of its 14,000 member companies.


Results: Envoy has supported MI in strategy, content development, direct engagement and knowledge-building for members by building tools and learning resources to meet stated goals from manufacturers to build a broader and more accessible workforce. 

American Family Insurance 


Engagement: Envoy partnered with American Family Insurance (AmFam) in 2020 to build on the company’s strong commitment to Fair Chance hiring and help set company-wide standards of excellence. AmFam is one of the largest providers of insurance in the United States, employing over 11,000 individuals nationwide.


Results : Envoy worked closely with AmFam in three primary areas: updating policies and practices, building candidate pipelines, and communicating AmFam’s Fair Chance work internally. Updates included revisions to the application and background check process, pipeline expansion through mapping key markets for recruitment, community partnership development, and communications tools and language for internal and external use.