A study released in February from the Pew Center on the States shows that, for the first time in U.S. history, more than 1 in 100 American adults are behind bars. Most of these people will eventually be released, and many will try to re-enter the job market.
Securing work is a key factor in reducing recidivism rates. Studies show that almost 75% of convicted felons commit other offenses and return to prison. That rate drops to 15% when you look at ex-offenders who are employed.
“You don’t need to be a rocket scientist to see that employment is a key ingredient to keep down the cost to our society of incarcerating its citizens,” said Steven B. Temple, president of the Community Reintegration Coalition in Phoenix. “Employing ex-offenders leads to less crime in the community as well as keeping families together and children supported.”
In most cases, it’s illegal to have a blanket policy prohibiting employment of people with criminal records. This tactic may violate anti-discrimination laws. The Equal Opportunity Commission recommends that employers consider the nature and gravity of the offense, the time that has passed and the nature of the job before disqualifying a candidate based on a criminal record.
Still, it’s a tough decision for an employer to make. We’ll be tackling this topic in the September issue of Garden Center Magazine. In the meantime, we’d like to hear from you. Where do you stand when it comes to hiring ex-offenders?
-- Sarah
Recent Comments