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In an era that has experienced an increased push for diversity, equity, and inclusion (DEI), it is vital to recognize that diversity exists in more than just a demographic sense. While inclusive hiring regarding age, race, gender, religion, and sexual orientation is important, it is equally important to diversify among other overlooked populations, such as formerly incarcerated individuals.
Why Formerly Incarcerated Individuals Could Help Solve the Issues of the Labor Market
Embracing formerly incarcerated individuals in the workplace could solve some issues businesses face in the current job market. According to a US Bureau of Labor Statistics study, there were 10.8 million job openings in January 2023, but only 5.7 million unemployed individuals.
However, at the same time, more than 60 percent of formerly incarcerated individuals still found themselves without a job a year after being released. This means businesses are leaving a significant population ready and eager to work on the table.
One of the most common mistakes employers make when hiring formerly incarcerated individuals is believing that the gap on their resume from the time they served is “wasted time.” Most inmates take up some sort of job in prison, and others receive opportunities to pursue further education or vocational training.
Since the point of serving time is rehabilitation, most inmates get the opportunity to develop their skills in a way that empowers them to become productive workforce members upon their release. Yet, this is often overlooked by employers due to the social stigma associated with incarceration.
Inclusive Practices to Keep in Mind When Considering Candidates from Overlooked Backgrounds
Employers should craft inclusive job descriptions as their initial move to accommodate often-overlooked talent. If a job description is focused more on experience or educational requirements, many potential candidates may not even apply, thinking they are unqualified.
Instead, job descriptions should emphasize the skills a prospective employee would need to succeed. After all, the ability to do the job is more important than a job title they held in the past or what school they attended.
Hiring teams must also be open to candidates from often overlooked backgrounds rather than disqualifying them based on their circumstances. Of course, there are some exceptions. Some formerly incarcerated individuals may not be allowed to work around kids, for example, or those convicted of theft may not be the best fit for a cash-handling position.
However, a majority of formerly incarcerated individuals were convicted of non-violent crimes. There is no reason they should be excluded from consideration for a position simply because of their background.
Many companies have also found it worthwhile to invest in training and upskilling programs that allow formerly incarcerated individuals to bridge the skills gaps they need to thrive in their roles. Several studies have shown that formerly incarcerated individuals make more loyal employees.
Thus, investing in their skills is a long-term investment in the company. Taking an interest in the professional development of your formerly incarcerated employees will only inspire them to become even better workers.
Accommodating Formerly Incarcerated Employees in the Workplace
Employers and hiring teams must remember that formerly incarcerated individuals often face unique restrictions and obstacles that make them different from the average employee. This is why business leaders should be willing to accommodate their needs and restrictions.
For example, some formerly incarcerated employees may have certain hours when they must be home per the conditions of their release, and others may depend on public transportation to get to and from work. Offering employees schedules that fit their unique needs would empower them to thrive in the workplace.
An even more substantial step employers can take to accommodate their formerly incarcerated employees is to allow them to work remotely when appropriate. For employees with caregiving responsibilities, this could free them of a significant burden, allowing them to work without sacrificing their other responsibilities.
Businesses that wish to hire and employ individuals from overlooked groups, such as formerly incarcerated individuals, have many resources to help make the process more efficient. For example, several nonprofit organizations offer formerly incarcerated individuals further training and guidance to help them along in their careers, match employers with labor needs, or even provide transportation to and from work. Companies that hire and keep formerly incarcerated individuals on staff can also benefit from government programs that provide a financial incentive for supporting these communities.
Businesses currently face a market where they desperately need workers to fill open positions, so why not consider candidates from overlooked backgrounds, such as formerly incarcerated individuals? By focusing on the skills formerly incarcerated employees can bring to the workplace, businesses can recruit loyal employees to fulfill their staffing needs.
Using the Work Opportunity Tax Credit
The Work Opportunity Tax Credit (WOTC) is a federal tax credit available to employers who invest in American job seekers who have consistently faced barriers to employment. Employers may meet their business needs and claim a tax credit if they hire an individual in a WOTC-targeted group, including qualified ex-felons.
Employers must apply for and receive a certification verifying the new hire is a targeted group member before they can claim the tax credit. After the required certification is secured, taxable employers claim the WOTC as a general business credit against their income taxes, and tax-exempt employers claim the WOTC against their payroll taxes.
GTM Can Help
GTM Payroll can help organizations take advantage of the WOTC program. Clients should contact their account manager for more information. Not a client? Call (518) 373-4111 or email [email protected] and learn how GTM can help with WOTC, increase organizational efficiencies and productivity, accelerate key business decisions, and boost employee performance and engagement.
Trent Griffin-Braaf, CEO and founder of Tech Valley Shuttle, contributed this post. Trent is combatting poverty through innovative transportation solutions and employee empowerment. Having been incarcerated himself, he’s setting an example for other employers by showcasing how to become a top choice for formerly incarcerated individuals, single parents, and veterans.
