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.