From Imprisonment to Employment: Policy Recommendations for Workforce Reintegration

Abstract

Despite the promise of a second chance, jobseekers with criminal records have an unemployment rate nearly five times the national average (Bureau of Labor Statistics, 2025), and most struggle to secure employment even a year after release from prison. In response, the fair chance hiring movement has promoted “Ban the Box” policies, which aim to reduce employment discrimination by removing the checkbox about criminal convictions from applications. However, because these policies do not prohibit employers from conducting background checks later in the hiring process, the Equal Employment Opportunity Commission (EEOC) has recommended that employers conduct individualized assessments before exclusion to avoid potential violations of Title VII of the Civil Rights Act of 1964. Although these policies are intended to improve employment prospects by ensuring applicants are evaluated on job qualifications rather than the stigma of a criminal record, empirical research has produced mixed results. In this chapter, we offer recommendations for improving fair chance policies and discuss strategies to help formerly incarcerated jobseekers manage moral character and competence perceptions, thereby enhancing their employment prospects.