Why HR should advocate for jobs for the formerly incarcerated

The formerly incarcerated is a group that has some of the biggest challenges in America. Nearly 650,000 men and women are released from prisons, jails, immigration detention centers, youth facilities, and home confinement throughout the United States. Unfortunately, 43% of those released return to prison within the first year, 66% by year three, and over 70% of people reoffend and come back to prison after five years. One of the biggest reasons for recidivism is the inability to gain employment. Many of the formerly incarcerated have to overcome bias, stigma, lack of trust, not having the correct documentation, and even being houseless, to find a job. This is so dire, that according to Prison Policy, the unemployment rate of those who have served time is 27%.

This session is about why HR should not only advocate for the formerly incarcerated being hired, but they should be viewed as a marginalized group such as race, gender, sexual orientation, and the disabled. When we talk of diversity and helping everyone achieve equality, those that have served time should be included in this discussion. Also, the formerly incarcerated intersects many of those identities I listed. By looking beyond one’s past mistakes, we can help them gain a better future and improve society.