In this short video, Pamela Paulk, VP of Human Resources at Johns Hopkins Health System, uses Johns Hopkins experience in hiring people with "positive criminal histories" to explain why doing so is a smart business decision because such workers are loyal, hard working, and with high retention rates.
Issued in April, 2012, this Enforcement Guidance from the Equal Employment Opportunity Commission provides clear guidance to employers on the importance of giving applicants with criminal histories fair consideration for employment or risk violating Title VII of the Civil Rights Act of 1964.
NIJ.Blumstein Nakamura relevance of remote conviction
This is a user friendly summary of the groundbreaking research by criminologists Alfred Blumstein and Kiminori Nakamura showing that, after a certain amount of time has passed, a person's prior conviction is not predictive of risk of re-offense, and thus is not relevant to employment decisions.
Pager.Barriers to Employment
In this summary of an audit survey conducted in New York City, researchers Devah Pager, Bruce Western, and Naomi Sugie reveal how a job applicant's past conviction becomes a salient factor for the employer – so much so that it overshadows positive employee attributes.
NELP.Ban the Box Update
This is a compilation of the various states and municipalities across the country that have adopted "ban the box" practices as a way of giving job applicants with prior convictions a fair shot at employment.
National Consumer Law Center.broken-records-report.pdf
This report identifies just how common it is for criminal background checks to include errors and why this is. It is a cautionary report for employers, who may be lured into relying on mistaken or misleading information if they do not provide applicants a copy of the background check conducted and a chance to identify errors prior to making an employment decision.