You Can Provide Someone with a Fresh Start 

As employer you can create opportunities for applicants with criminal records. Recategorize it and view it through the lens of diversity, equity and inclusion instead of compliance. Network with re-entry organizations, probation and parole departments. Utilize SHIRM Foundation’s Getting Talent Back to Work (GTBTW) digital toolkit or SHRM’s Second Chance Business Coalition as resources. Create a written statement that outlines your organization’s stance on not discriminating for any legal reason. Include language that states that fact in regard to those with criminal records. Join with a legal assistance organization who can advise you about candidates who are able to have their criminal records expunged or sealed. Do some research when choosing a background check provider. Some uphold laws like “ban the box” and reveal the duration of individuals’ history. Re-educate hiring managers about how they should adjust their mindset and encourage them to earn their GTBTW certification. Individuals with records may have earned degrees while serving time, learned a trade or have risen to a supervisory position. Remember “time served” is past tense. Let’s not perpetuate the duration of the time of repayment.
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