Stivers’ Post

The power of education to put people back to work…

It’s been good to see recognition in the national press for the game-changing role that the recruitment and staffing industry and the wider business community are playing in driving inclusive hiring practices. There has been a specific focus this week on hiring ex-offenders, with the spotlight on the pioneering practices of Timpson Group (folllowing the publication of James Timpson’s book on lessons in management ‘The Happy Index’). Inclusive recruitment has never been more important. And there is a pivotal awareness-raising and showcasing role here for representative business organisations, national recruitment federations and for global bodies like the World Employment Confederation and International Organisation of Employers (IOE). A big part of my current work for the International Labour Organization and ITCILO (including next week’s event in Singapore) is curating good practice examples from around the world of business leaders and HR/recruitment professionals making positive change happen on D&I and overall workforce management. The creates momentum as well as learning opportunities for all. On the specific issue of hiring ex-offenders, below is a blog from the archives which flags practical examples of employers and recruiters going the extra mile as well as a few words of wisdom from the late, great Johnny Cash. The ‘ Man in Black’ was famously a passionate campaigner for prisoner rehabilitation; it is actually the reason he dressed in black (“I wear it for the prisoner who has long paid for his crime, but is there because he’s a victim of the times”). Back to the present, it’s always good to hear stories of progress and social impact being made. As I mention at the end of the blog, we need little less of the Folsom Prison Blues, and a little more of the wholesome prison news! https://lnkd.in/e7wx7jNW

🔄 Second Chance Hiring 💼 This is something I don't look into very often and with 1 in 3 Americans having a criminal record its probably time to start. Second chance hiring is becoming a focus for both companies and individuals. By providing opportunities to formerly incarcerated individuals, we can address some labor shortages and foster stronger communities. 🚀 Over 85% of HR leaders report that second chance hires perform on par or better than other employees. Check the full article here. #Workforce #Hiring #Diversity #Inclusion #SecondChance

TABB INC. Pre-Employment Screening encourages initiatives that support individuals returning to the workforce. Numerous studies have shown that “Ban the Box” and Second Chance initiatives accomplish the goal of increasing the hiring of individuals who have committed past offenses, reducing recidivism, and providing the opportunity for individuals to return as productive members of society. Criminal record research is necessary to substantially mitigate potential legal exposure for employers, particularly those in sensitive industries such as healthcare. We support and encourage our clients to follow the Equal Employment Opportunity Commission guidelines to evaluate both the criminal record itself and the criteria to determine its relevance to the position prior to denying an employment opportunity. https://lnkd.in/gHg8GdS8 To follow me, please click: https://lnkd.in/eqEfsHn7 #hr #secondchancehiring #banthebox #shrm #criminalrecords #employmentscreening #backgroundchecks #hiring #secondchance

If you own a business and are looking for an additional resource for talent, you must consider implementing a formal Second Chance Employment Program. This article is full of excellent social AND business reasons to support your decision. Here are a few impactful reasons: **Formerly incarcerated individuals WANT to work, 93% are actively seeking employment as compared to 84% of the general population **Employing a formerly incarcerated individual leads to reduced recidivism rates, increased employee retention rates, increased productivity, supports the local economy and makes communities safer **While in prison, individuals receive various industry trainings and upon reentry are often well trained and qualified for many different positions which shortens on the job training time and increases productivity **Studies show that once hired, a formerly incarcerated individual outperforms a traditional hire by over 81% If you are interested in a Second Chance Employment Program for your organization, The Competitive Edge Group is ready to have a conversation with you today!

📢 Addressing Stigma and Supporting Fair Chance Hiring At Next Chapter, we are deeply committed to breaking down barriers and creating opportunities for formerly incarcerated individuals. As highlighted in Darcel R.'s recent article in the Chicago Tribune, the stigma faced by job seekers with a criminal record is a significant hurdle. In a seminar hosted by the Corporate Coalition of Chicago and the North Lawndale Employment Network (NLEN), corporate leaders were challenged to step into the shoes of formerly incarcerated individuals, understand their struggles, and recognize the importance of fair chance hiring. The seminar emphasized that fair consideration for job candidates with criminal records is not only a matter of justice but also a step towards building stronger, more inclusive communities. Brenda Palms, CEO of NLEN, underscored the critical need for employers to open doors for individuals with past convictions, helping them support their families, regain self-worth, and contribute to society. With 70 million Americans having a criminal record, fair chance hiring is an essential movement to reduce unemployment and promote economic equity. At Next Chapter, we partner with employers to implement fair chance hiring practices, providing guidance and support to ensure successful integration of justice-involved individuals into the workforce. We encourage businesses to get curious about their hiring practices and take intentional steps towards inclusivity. Let's work together to create a culture of belonging where everyone has the opportunity to thrive, regardless of their past. Join us in this crucial effort to bring humanity into the workplace and challenge the status quo. Together, we can make a difference. 🌟 https://lnkd.in/etS3HhCN #FairChanceHiring #Inclusion #FairChance #WorkforceDevelopment #BreakingBarriers #DEI #Reentry

Excited to share an article I was featured in Jails to Jobs, where I discussed the transformative work, we are doing in the workforce through the Roadmap to Success™ programs to reintegrate returning citizens into the workforce. 🌟 Our mission is to empower formerly incarcerated individuals with the tools and opportunities they need to succeed. From personalized coaching sessions to shift mindset, to comprehensive career development programs, we are dedicated to breaking down barriers and fostering a supportive workforce for all. 👥 If you're in HR or a business leader discover how our innovative approach is helping increase businesses staffing success and unlock the potential of underemployed individuals who are just looking for an opportunity. Read the full article here: https://lnkd.in/e4mZn6G3 #workforcedevelopment #returningcitizens #ROADMAPTOSUCCESS #staffing #careerdevelopment #hr #business #impact #community #connection

Experts suggest that the adoption of inclusive HR practices and cooperation with community partners can facilitate the recruitment of formerly incarcerated individuals by businesses. It is essential to acknowledge that people who have served their time for their crimes deserve a second chance to reintegrate into society and rebuild their lives. Unfortunately, many individuals face lifelong penalties that hinder them from accessing employment opportunities despite their qualifications and potential contributions to the workforce. Therefore, it is imperative to conduct comprehensive assessments that focus on an individual's capacity to deliver exceptional results, rather than their criminal history. By doing so, businesses can tap into a pool of talented individuals and create a more diverse, equitable, and inclusive workforce.

This is a clear failure of Corrections Human Resources team, and the methodology they use to recruit staff, how their staff communicate and are resourced. The CEO can take all the responsibility he likes, but at the end of the day, these problems stem from the candidates recruited, over time, before the appointment of the CEO, and will continue after the CEO is gone, unless the Human Resources is opened up to competition, by out sourcing recruitment, this will end jobs for mates and nepotism, both of which run rampant through Corrections.