Key Takeaways
While there are 19M people in the US with a felony record, and millions more with a misdemeanor record, many companies still utilize outdated hiring practices that unfairly disadvantage this talent pool.
The risk of hiring someone with a past conviction is no greater than hiring someone without one. By addressing the collateral consequences of reentry, companies have the ability to set up new employees for short- and long-term success.
Inclusive hiring efforts won't be truly inclusive until you match them with best practices and policies for fairly evaluating people with past convictions.
Our partners at the Center for Employment Opportunities (CEO), an organization that focuses on preparing those with past convictions to enter and remain in the workforce, held their Inclusive Hiring Corporate Roundtable event on April 15th and featured speakers such as Jeff Korzenik, Janelle Washington, and Sam Hanna. The roundtable detailed CEO's program model and how they help employers build more Fair Chance hiring practices as well as how to help workers that were formerly incarcerated succeed.
To see more from CEO check them out here