Imagine having your past mistakes come up every time you fill out a job application. You stare at the question, “Have you ever been convicted of a felony?” You don’t want to lie about your past but you also feel that truthfully checking the box has prompted multiple employers to reject you in your search for employment.
You have one open position at your company and you receive 100 applications. On 15 of those applications that box is checked “yes”, indicating that the potential employee has been convicted of a felony. Does this become a quick and easy way to “weed” out applications? Can you look beyond the checked box?
By removing the question “Have you been convicted of a felony,” from your initial job application you are demonstrating best practices in your hiring process. You are giving your potential employee the opportunity to have an in-person conversation with you about their past and to share with you the work they have done to change the direction of their life.
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By hiring 100 formerly incarcerated people we could increase income tax contributions by $1.9 million, boost sales tax revenue by $770,000 and save $2 million annually by reducing criminal justice costs associated with recidivism!
Check out how Target is “leveling the employment playing field.”
Who bans the box? Click on this map to see the National Employment Law Project’s Interactive Map
The federal Equal Employment Opportunity Commission (EEOC) has created Enforcement Guidance on Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964.
Read the full report here: http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm
Highlights from the report:
For more information:
Arrest and Conviction Records FAQ: http://www.eeoc.gov/eeoc/newsroom/_conviction_records.cfm
Background checks: http://www.eeoc.gov/laws/practices/background_checks.cfm
EEOC Enforcement Guidance http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm