Impact hiring is a strategic approach to intentionally including individuals historically marginalized by systemic barriers or adversity. This includes people who are justice-, trauma-, or poverty-impacted, as well as opportunity youth and those with limited access to education or technology. Impact hiring not only strengthens workforce diversity and resilience but also supports community development by creating pathways to economic stability.
Addressing Myths of Fair Chance Hiring
Fair chance hiring is the practice of employers hiring people with criminal records. It is built on the premise that everyone deserves fair consideration for jobs for which they are qualified. It provides equal treatment by eliminating unnecessary systemic barriers to employment.
Some employers still view fair chance hiring through a risk lens. They think, “What if something goes wrong?” The truth is that all hiring decisions involve risk and a lot of the risks often associated with fair chance hiring have been debunked and are not risks at all.
Myth 1: People with criminal records will create problems on the job.
Truth: No studies have shown that individuals with criminal records cause problems at work, perform poorly, or present greater security risks compared to employees without criminal records. A study by Johns Hopkins School of Medicine tracked 79 employees with serious criminal backgrounds over a period of three to six years. The results revealed that 73 of the 79 employees remained employed with the company, and only one of the six who left was terminated. (1)
Myth 2: People with criminal records underperform on the job.
Truth: Fair Chance employees perform as well or better than their peers, and they often have higher retention rates and are more likely to advance in the company. Recent surveys found that 82% of managers rated the performance of justice-impacted employees as equal to or better than that of employees without criminal records. (2)
Myth 3: People with criminal records are likely to commit another crime.
Truth: Fair chance hiring offers individuals the opportunity to support themselves, care for their families, and achieve financial stability. This stability reduces the likelihood of reoffending, as research has demonstrated a direct link between employment and a lower rate of reoffending. (3)
Employing individuals with criminal records strengthens the workforce and benefits society. Despite being qualified, many are unfairly excluded due to stigma and misconceptions. Fair Chance Hiring challenges these myths, revealing that justice-impacted individuals often bring strong performance and reliability. Employment supports financial stability, reduces recidivism, and contributes to safer communities. Embracing Fair Chance Hiring isn’t just equitable—it’s a smart, strategic move toward a more inclusive and effective workforce.
This content was developed in partnership between the LCCL, the Alliance for Community and Justice Innovation (ACJI), and Checkr.org.
1. Paulk, C. (2016, September 14). Hiring ex-offenders: Overcoming barriers to employment [PDF]. Fair360. https://web.archive.org/web/20250911215525/https://www.fair360.com/medialib/uploads/2016/09/Paulk-Presentation-Hiring-Ex-Offenders-09142016.pdf
2. SHRM & Prison Policy Initiative. (2021). Unlocking opportunities: A national scan of employer practices for hiring people with criminal records [PDF]. SHRM. https://www.prisonpolicy.org/scans/cki_shrm/report.pdf
3. U.S. Chamber of Commerce. (2023, April 19). Data deep dive: The workforce impact of second chance hiring. U.S. Chamber of Commerce. https://www.uschamber.com/workforce/data-deep-dive-the-workforce-impact-of-second-chance-hiring-3
Written by Whitney Holman
