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SHRM Pushes for Greater Inclusion of Formerly Incarcerated, a Step that Could Greatly Impact Hiring; Opines CriminalBackgroundRecords.com


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April 19, 2019 Return to News & Events

SHRM Pushes for Greater Inclusion of Formerly Incarcerated, a Step that Could Greatly Impact Hiring; Opines CriminalBackgroundRecords.com

"Many scholars and criminologists state that successful employment and housing are critical in decreasing recidivism amongst formerly incarcerated individuals and allowing for reintegration into mainstream society," states Adam Almeida, President and CEO of CriminalBackgroundRecords.com. Thanks in part to low unemployment as well as a growing trend of eliminating the question of criminal history as part of the pre-employment application, business cultures are shifting to a more open policy of inclusion for those individuals with criminal history records.

Housing and employment are critical in keeping formerly incarcerated individuals from going back to jail.

From a recent article in USA Today (Mar 19, 19):

"I think it's the perfect storm,'' Taylor {Johnny Taylor, CEO of SHRM, Society of Human Resource Management} says, noting that communities also become safer when people are able to legally earn a living. "People aren't recidivating (or returning to criminal activity) simply because they're bad actors. They're recidivating because they can't provide for their families.'' (1)

In recent years efforts have been made to legislate the question of criminal history from the front end of pre-employment background screening by removing the question for the initial application.

Adam Almeida, President and CEO of CriminalBackgroundRecords.com states: "Ban-the-box efforts have been numerous across the country, but a best practice remains to work with a well-qualified third-party pre-employment background screening agency in order to remain fully compliant with law."

From USA Today (Mar 19, 19):

Twenty-three states and Washington, D.C., have banned private or public employers from asking prospective employees if they have a criminal history until after they've passed an initial screening, had an interview or been given a conditional job offer, according to the National Conference of State Legislatures. Some local jurisdictions, like New York City, also ban most workplaces from asking about criminal history until they're offered employment. (2)

Recent surveys sponsored by SHRM have suggested that the general public is open to working with companies that hire formerly incarcerated individuals.

From FastCompany.com (Apr. 04, 19): The Koch Institute and SHRM collaborated on yet another poll. It turns out that 78% of Americans are comfortable buying goods {sic} or services from a company who hires ex-cons to directly interact with them. Logically, that’s not surprising. Why wouldn’t people who are okay hiring ex-offenders or working alongside them also be fine patronizing places that acted similarly? (3)

Recently SHRM launched a new initiative and guidance for hiring organizations.

From FastCompany.com (Apr. 04, 19):

SHRM countered that in late January 2019 by launching Getting Talent Back to Work, an initiative that offers an online tool kit and additional guidance for all types of organizations. (4)

"In the end," Almeida states, "the action taken by SHRM will certainly push the industry toward hiring and rehiring formerly incarcerated individuals. And with this action a renewed focus on fair and equal pre-employment background screening will take place. Criminal History Records will remain an important part of the pre-employment screening process, but where and when they are reviewed will change, as will the pre-conceived stigma attached to criminal history. It is critical, now more than ever, to work with a well-qualified third-party background screening agency to remain fully compliant with law as well as current with acceptable and practical cultural norms."

CriminalBackgroundRecords.com is a third-party background screening company, and advocate of SHRM, that can provide compliant solutions for all screening requirements. From pre-employment to post-hire screening, as well as volunteer, caregiver and nanny checks, CriminalBackgroundRecords.com provides background screening services across a broad array of industries. From the smallest organization to the largest corporation, CriminalBackgroundRecords.com can fulfill every background screening requirement.

Notes:

  1. usatoday.com/story/money/2019/03/19/business-commitment-hiring-those-with-criminal-record/3091463002/
  2. ibid.
  3. fastcompany.com/90329075/whats-holding-companies-back-from-hiring-people-with-criminal-records
  4. ibid.

This has been a CriminalBackgroundRecords.com News Publication - All rights reserved
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