Employing Our Returning Citizens

An Employer-Centric View
1. Auflage 2024
ISBN: 978-3-031-54940-3
Verlag: Springer International Publishing

Buch, Englisch, 369 Seiten, Format (B × H): 153 mm x 216 mm, Gewicht: 558 g

Reihe: Palgrave Studies in Equity, Diversity, Inclusion, and Indigenization in Business

A criminal record can be a formidable employment barrier and is thus a major contributor to employment inequality, as most employers would rather avoid hiring an individual who has committed a crime. This book, offering an employer-centric view of the latest research findings, blends interdisciplinary theoretical perspectives and empirical findings to provide an overview and areas for future management research. The chapters assess the state of the field while highlighting the most critical themes that advance our understanding of the employment process and challenges for system-impacted individuals. Presenting a comprehensive assessment of the challenges and opportunities, this volume will appeal to disciplines related to organizational behavior, human resource management, and employment law, as well as any other disciplines that bear responsibility for enacting and crafting hiring and selection processes.

Zielgruppe

Research

Autoren/Hrsg.

Griffith, Jakari N.

Young, Nicole C. Jones

Fachgebiete

• Wirtschaftswissenschaften Betriebswirtschaft Management
• Wirtschaftswissenschaften Betriebswirtschaft Organisationstheorie, Organisationssoziologie, Organisationspsychologie
• Wirtschaftswissenschaften Betriebswirtschaft Bereichsspezifisches Management Personalwesen, Human Resource Management

Inhaltsverzeichnis

Chapter 1 - Employing those with criminal records: Introduction and overview (Young & Griffith)

·         This chapter will provide an overview and a description of the current state of the criminal records and employment relationship. It will provide a cursory summary of definitions, research findings on positive employment outcomes, an overview of how hiring has become an important justice issue, and how the chapters address the key goal of this book: providing authoritative evidence that enables effective decision-making and helpful hiring behavior.

Chapter 2 - Criminal records, inequality, and the labor market (Churchville)

·         This chapter provides a detailed review of how criminal records contribute to persistent inequality and identifies the key barriers contributing to these inequities in addition to other labor market outcomes. Examples of key barriers include the inability to overcome the stigma of criminal records, revocation of occupational licensures and court-ordered monitoring.  

Chapter 3 - An examination of barriers impacting the re-entry process (Rade, Anazodo,  Ricciardelli)

·         To fully understand what negatively impacting employment-seeking on part of those with criminal records is, this chapter aims to comprehend the obstacles, such as the background check, as well as increased barriers due to COVID, which decrease employment prospects and how these various obstacles could be mitigated or reduced.

Chapter 4 - Judgments regarding the job relevance of criminal records (Ryan)

·         Although stigma is central to employment discrimination on part of those with criminal records, this chapter aims to discuss the variety of ways stigma surfaces and the complex attributional processes that play an important role in employment outcomes. Factors such as perceived offense severity and frequency, with respect to securing employment, will be considered as related to development of organizational intervention and theoretical frameworks.

Chapter 5 - Navigating the hiring process: Influence of identity while navigating employment for justice involved persons (Anazodo)

·         This chapter explores how individual applicants navigate the employment process and examines how individuals and employers can positively influence work environments, particularly in the context of forming impressions in the selection and hiring process.

Chapter 6 - The Identity Management Experiences of Applicants and Employees with Criminal Histories (Volpone, Macoukji, Lyons)

·         In the first part of the chapter, we provide an overview of the six dimensions of stigma (as described by Goffman) and describe the ways that applicants and employees with criminal histories can be stigmatized along each stigma dimension. In the second part of the chapter, we review the literature that describes how applicants and employees with criminal histories can overcome or minimize the stigma they can face due to their criminal history through different identity management tactics.

Chapter 7 - Productive work behavior or non-productive work behavior: Setting the record straight (Nabors)

·         This chapter examines the nascent literature on work performance among individuals with a criminal history and how it is related to the way that employers and managers train, socialize, and integrate employees with criminal records into their workplace.

Chapter 8 – (Mis)perceptions of employees with criminal histories (Young, Griffith, & Keech)

·         This chapter explores employer perceptions of employees with criminal histories using survey data. This chapter highlights the difference in perspectives between employers who have and have not previously hired from this population. We found that while employer who have not previously hired individuals with a criminal history may hold negative perceptions, employers who actually hire find these employees to be committed, talented, and ready for work, dispelling common misperceptions.

Chapter 9 - Common social and psychological barriers in and outside of work (Rade)  

·         This chapter examines the extant psychological and sociological theories and ideologies that give rise to a shared understanding or differentiated understandings as it relates to embracing or resisting the status quo, as well as the other ideologies that exist around justice, perceptions of punishment, and/or redeemability.

Chapter 10 – Expanding access with fair chance employment policies (Pitts)

·         This chapter focuses on the various employment policies governing hiring decisions as well as the emerging mandates that can increase access for applicants with criminal records in the context of employment evaluation.

Chapter 11 - Initiatives, pathway programs, educational access (Johnson)

·         It is well documented that individuals with a criminal history experience a plethora of systemic barriers while seeking employment. This chapter explores the role of training pathways and programs to aid in individuals’ access to employment opportunities. While acknowledging the contributing factors that render individuals more employable, and also highlighting the agency and resiliency demonstrated by individuals with a criminal history, this chapter notes the significance (and need) of organizations to create inclusive employment policies, such that they are ready to hire from this population.

Chapter 12 - Moving beyond stigma: From an institutional perspective (Kuhn)

·         This chapter discusses hiring manager decision-making behavior, institutional mandates and strategies pertaining to DEI, and organizational interventions and schemes that may reduce stigma toward employees with a criminal background. Social and corporate responsibility are key here.

Chapter 13 - Conclusion: An integrative pathway forward (Griffith & Young)

The authors offer and integrative conclusion that combines the findings of each chapter into a research framework that shows how the workforce evolves when individuals with a criminal history and employers work together. It also provides a strategic agenda to address subsequent research needs identified in all of the chapters.

Über Autor(innen)

Nicole C. Jones Young, is an Associate Professor of Organizational Behavior at Franklin & Marshall College, USA. Her research focuses on organizational inclusion, specifically emphasizing marginalized individuals, such as those with justice involvement and their reintegration to employment.

Jakari N. Griffith, is an Associate Professor of Management in the Ricciardi College of Business at Bridgewater State University, USA, and the Chair of the Management and Marketing Department. His research focuses on diversity, leadership, and barriers to employment.