In less than 30 days we will be saying hello to Q4, and a day closer to waving goodbye to 2019 👋.
Creating a truly well rounded workplace culture for any company should be on a short term To Do List. Hiring from a diverse and inclusive pool of applicants, ultimately encompasses workplace culture 👥.
Applicants with a criminal background are included on the Diversity and Inclusion agenda.
Has your company made strides in hiring qualified applicants with a criminal background?
If not, is hiring applicants with a criminal background included on your Q1 To Do List ☑️?
Did you know that this is an easy Diversity and Inclusion initiative to implement 🙆?
Do away with saying that your company “just cannot” hire applicants with FELONIES. Unless every position that your company offers requires a top level security clearance🔒, you can make that hire. You can hire a person with a felony ⚖️.
Does the term “Felony” make you nervous? Some times the difference between a low level felony and a misdemeanor is simply a number, an arithmetical value, a dollar amount 💲. In other cases, the charged crime sounds WORSE than what really happened; this should be taken into consideration. Applicants can respectfully be asked for limited details, in order for the hiring team to gain a better understanding.
Most people with felonies did something out of character for whatever reason ☹️, and that something cost them their peace, reputation, family, housing, employment, sanity, and more. Punishment was already implemented and the person has been ostracized, whether they served prison time or not. The applicant no longer deseves reprimanding —he or she needs a job or a career. This is where you step in 👤.
This is where the D&I hack comes in:
REVAMP your company’s silent and discriminatory policy 📋. Extend job offers to people with felonies and misdemeanors, whenever you can.
It is almost 2020, let’s end discrimination 🚫. Let’s stop making excuses for unconscious bias ✋. Most applicants are not looking to “catch another charge” or go back to prison. Most applicants just want to be viewed as normal again, so that they can start fresh and move ahead in life.
Do you know what steps to take to begin this initiative? The Society of Human Resource Management (SHRM) makes it easy for you 👇.
SHRM has an entire toolkit devoted to this initiative, http://www.gettingtalentbacktowork.org.
Lastly, for a quick synopsis, below are six tips from SHRM on how to get started, presented by HR Dive: