The overlooked workforce: Harnessing the talent of people with criminal histories
研究了雇主对有犯罪记录求职者的态度与行为之间的差距，发现主观判断和非正式招聘导致排斥，并提出基于技能的公平招聘策略。
Amid growing labor shortages and increased attention to workplace equity and inclusion, organizations are seeking new strategies to expand the available talent pool. One often-overlooked source of skilled and ready workers is individuals with a criminal record. Despite their potential, this group continues to face persistent barriers to employment, including stigma, ambiguous perceptions of risk, and the absence of structured hiring practices. While employer interest in fair-chance hiring is on the rise, actual outcomes remain limited. This article turns the focus toward employers themselves, drawing on nearly a decade of research and empirical analysis to explore the disconnect between stated openness and hiring behavior. We find that informal decision-making, reputational concerns, and subjective assessments of character and “fit” often override qualifications, perpetuating exclusion. To address this, we highlight the promise of a skills-based approach to hiring, one that prioritizes competencies over background. We outline actionable strategies for equitable hiring that include: formalizing fair-chance policies, training for bias awareness, and instituting transparent, criteria-based hiring processes. By reimagining risk and redefining merit, organizations can access untapped talent and take concrete steps toward more inclusive and effective workforce practices. • Employers support fair-chance hiring in principle, but hesitate to offer meaningful opportunities in practice. • We identify four key themes shaping employer decisions: Criminality, Employability, Work and Occupation, and Safety. • Exclusion is reinforced through subjective assessments and informal hiring practices. • We offer evidence-based, skills-focused strategies to help organizations implement fair chance hiring.