While unemployment may currently be at an all-time low in the United States, there is one group of people who continually finds it difficult to gain employment: people with criminal records.
A team of researchers from Arizona State University conducted a three-year study on the impact of having a criminal record on employment-related outcomes, varying by race and gender. In the study, researchers paired candidates according to their demographics (white men, African American women, etc.). Each pair included one person with a criminal record and one without. The pairs sent applications for the same jobs, and all skills and qualifications on résumés were matched.
Researchers found that results were heavily skewed by race. Both black and Hispanic men were less likely to receive a positive response from employers—including a callback or email for an interview or a job offer—compared with white men. In fact, white men with a criminal record had more positive responses than black men with no criminal record. When the results were examined by gender, it was found that men with criminal records were more likely than women with criminal records to receive a negative response from employers.
Among the most stigmatized job applicants—including welfare recipients, the short-term unemployed, individuals with only short-term and part-time work histories—applicants with criminal histories were the least likely to be hired. As approximately 30 percent of American adults have some type of criminal conviction, it’s a troubling problem.
“Ban the Box” Legislation
Statistics like these have led many states and municipalities to implement so-called “ban the box” legislation, which requires employers to consider individuals’ applications before they check criminal records in an attempt to give candidates with criminal records a fairer shot at employment.
Ban-the-box laws prohibit employers from asking applicants about criminal history on an initial job application. However, some go further, requiring employers to wait until after they have conducted an interview or made a conditional offer of employment before asking about criminal history.
Many companies check candidates’ criminal records before they consider a hire. But since 13 states and many municipalities now have rules in place that prevents a criminal background check too early, it’s important that employers stay abreast of the rules.
Ensure You’re Doing Background Checks Properly
Criminal history background checks are an integral part of the hiring process and help protect companies and their employees. It’s essential, however, that employers ensure they’re following all the rules, including fair employment mandates.
With the services of a professional pre-employment background screening company like DataCheck, you can protect your workers and your business and avoid negligent hiring lawsuits while still complying with “ban the box” laws.