Understand the latest research, evidence-based best practices and industry guidance needed to reduce legal liability and increase inclusive hiring by downloading the Getting Talent Back to Work Toolkit.
Dave’s Killer Bread Foundation: making the internal case to hire individuals with a criminal background.
America Working Forward: Q&A with David Rattray, executive VP of Center for Education Excellence and Talent Development at the Los Angeles Area Chamber of Commerce.
The ACLU “Back to Business” Project articulates the correlation between the reduction of barriers to employment and the positive implications on the health of a business and the American economy as a whole.
Do your company’s vision, culture and goals align with an inclusive workforce, including individuals with a criminal background?
Is there a legal reason why someone with a criminal background cannot deliver your company’s services?
As an employee, an individual with a criminal background will engage with internal and external vendors and customers.
Define the skills for each role. What skills are required for the job and what can be learned on the job?
Change requires resources, and you must evaluate the resources required to create and sustain change.
Are your people managers open to hiring and prepared to manage individuals with a criminal background?
You will need to evaluate the possible impact of change on the team and prepare the team to welcome new, diverse team members.
How will you evaluate a new employee who has a criminal background? For your organization and employee to be successful, you must be ready to welcome, train and support your employee.