Continuum Of Research In Social Work

One of the main barriers that inmates face when they are released from prison is limited cognitive skills, limited education and work experience, and substance abuse or other mental health problems. Substance abuse and other mental health problems limit employability because it limits the job readiness that is required for employment (Holzer, Raphael & Stoll, 2003). Another issue that is faced when inmates are released into society is that any skills that they did have prior to conviction has diminished greatly and they face lower pay due to their diminished or lack of skills, and the attitudes that have been developed during their time in prison deeply affects their attitude during their search for employment. Offenders also face another barrier when searching for employment. Many businesses can be held legally liable for any criminal action that their employees may cause (Holzer, Raphael & Stoll, 2003). These barriers that offenders face upon release is why solid solutions and planning must be implemented when considering the integration of ex-felons into society and preparation for reentry must begin well before the scheduled release date in order to successfully reintegrate an inmate into society and reduce the rate of recidivism.

Besides, assisting the ex-offenders in becoming competitive is equally important to make them productive to their employers if given equal opportunities. The program in Kentucky aims at making the employer understand their situation while getting back to the society. Thus, it assists them psychologically and through other means to prepare to face new challenges. Besides, some of the counties and cities that note the devastating effect of not employing the ex-convicts remove the criminal records from a job application. The reform commonly has the name ‘ban the box’ that aim at reducing discrimination of qualified ex-convicts while applying for jobs (Entin, 2015). The use of ban the box is beneficial especially in the early stages of the hiring process when employers do not know their potential employees

Incarceration can sabotage a worker’s success in the working force by making them less productive, lack work experience, and impaired social interactions. Employers are less likely to hire an applicant with a criminal record because of the preconceived notion that by serving time in prison it makes inmates less productive. Also, time incarcerated and away from the labor force prevents inmates from earning work experience and job skills. According to Amanda Geller in The Effects of Incarceration on Employment and Wages “behavioral adaptations to the conditions of penal confinement may leave an inmate withdrawn, uncommunicative, and unable to accept

This poses dilemmas as for employment breaks. Another disadvantage that comes to play is the initiative filling out the form of employment (The application). On that application for employment; reads a box that states criminal history, arrests previous to applying, also asks

Phillip it is clear that you have a complete explanation of the back ground requirement that so many employers utilize to classify potential employees. Yet with this classification many very capable candidates are quickly eliminated for either old run in’s with the law or youthful ignorance. To this end, we as a society have alienated the youth who have fallen into the trap of conviction of a crime. Clearly it is not necessary to penalize people who have repaid their debt to society for their life making them unfit for hire. The question is what is the answer to solve this injustice that is imposed on these candidates? In my view companies could have what they call a conditional hire that would go longer for a year than a traditional 90 day

A history of incarceration reduces an ex-felon’s chance of being hired by fifteen to thirty percent as well as the annual number of weeks worked by six to eleven weeks. That is a large amount of people! This is a big problem that is not to be dismissed. Having been incarcerated leads to struggles in finding a job. Some employers do not even consider hiring people with any kind of criminal record, they are much more likely to hire someone without one instead (Prison Legal News). These statistics and studies show that unemployment rates are in fact higher for

But the people that do not have that opportunity are offered little help in finding somewhere to live. Employment is also an issue faced. Many places do not want to hire someone that has been in prison before. Also, the level of education that the person has is a contributing factor to employers saying no to ex-prisoners. Often times background checks are initiated with the application process of a job and when someone tells them that they have been convicted of a crime the employer is a little more hesitant on hiring this person. But on the other end, only about 62 percent of potential employers would not consider hiring ex-inamtes, only 32 percent reported using background checks on a consistent basis. 38 percent of the potential employers would consider hiring ex-inmates (Police Operations).

Discussing the methods in which Pager used, the following consisted of conducting surveys for employers, ethnographic studies of the jobless, statistical analyses of employment patterns & experimental studies of hiring behavior, as well as experimental studies of hiring behavior. Starting with the surveys, they gathered a large group of participants, asking as to whether a criminal record would be a determining factor in hiring a potential employee. Based on the studies, it was shown that it does have strong impact, stating that there’d been “…a strong reluctance on the part of employees to have applicants with criminal histories…” (Pager, 41) The second method was the statistical analyses of employment trajectories. This was meant to “identify reliable patterns in the experiences and outcomes of individuals with varying characteristics.” (Pager, 46) In this part, the main objective was to figure

Employers need to think before judging a qualified candidate for a position based solely on their past mistakes and felonies- but unfortunately many employers do. This also causes added negativity and stress not only on the ex-convict, but on the community as well. Negativity, not only affects the person it is directed at, but it affects people that the felon is around. This kind of treatment will develop the idea that anyone who makes a mistake will not be able to obtain employment. “The effect on the community also would become relevant, as we focus on the role that the person has played in the family, in the neighborhood, and at work” (Bill Ong Hing 2). Employers need to take into account that the applicant may have been rehabilitated and made up for their past mistakes both physically and emotionally. “By reinstating discretion to give such individuals a second chance, the positive benefits that such individuals bring to the community would be as salient” (Hing 2). As Hing states, it is imperative for the felon and his/her community if employers would genuinely give second chances and also the positivity created by this would illuminate the area. Numerous people believe that employers who discriminate against felons must not be supported. Andrus believes “Corporations who do not hire ex-felons based on their criminal records only,

Conster your discussion response has covered lawsuits and the protected class known as “Disparate treatment of protected classes”. In light, of the actual difficulties that these protected classes face there are many things set within our society that stack the deck against these individuals. One of the most current issues that malign them is the proliferation of the conviction question on applications that ask prospective applicants if they have ever been convicted of a felony. Because of this most delicate of questions many applicants are automatically eliminated from high paying jobs. In the article, “Race, Employment, and Crime: The Shifting Landscape of Disparate Impact Discrimination Based on Criminal Convictions.” The authors explain

Historically, individuals with criminal records have faced a tough uphill battle when trying to break the cycle of crime by getting a job. The lack of ability to get gainful, legal employment leads to a high rate of recidivism. With no effective path forward, they end up committing crime to survive, leading to more arrests, more jail time and a general downward spiral in life.

There are various reasons that somebody may require the assistance of a criminal barrier legal advisor. A decent one is not shabby, but rather a conviction on your record can cost you again and again for whatever remains of your life. Above all else are the genuine potential outcomes of substantial fines and time in a correctional facility. Be that as it may, even crime feelings can keep you from landing a decent position. Albeit numerous potential businesses will let you know that they will just return through 7 years of your criminal history, that is to a great extent a myth. At the point when a criminal history report is created your ENTIRE criminal history will be unmistakable. Whether a business lets it out or not, your history will impact

The best way is to have employment rules in place that address situations with people with a criminal record. Even with specific questions in place, there is so a lot of pressure put on the interview panel. Ultimately, they have to read the person doing the interview and decide whether to hire them or not. All these ideas and theories are easier said than done. Everybody knows a son, daughter, niece, nephew, brother, sister or cousin that is a child. Crimes against children immediately bring about a prejudice and infuriate people when they hear about this happening. However, it is possible to weigh each case differently based on the facts, but the strength do the task and make the decision would be very hard (Mathis & Jackson,

To begin with, prisoners getting an education would benefit them by being able to become a law-abiding citizen when they are released and have to depend on themselves in order to survive in today 's economy. Not just any company will be willing to hire someone with a criminal record that says "Drug Charges" or "Registered Sex-Offender". It does not appeal to the eye of any manager who wants their company to succeed because having someone who was previously in prison does not look good on them. "Finding a job is hard enough these days, but finding one when you have a criminal record can be all but impossible" (Barrett). This shows that even if you are someone with a clean background, it is still a challenge to find an occupation now-a-days. Moreover, being an ex-convict with minimal to no education has to be twice as harder to find a stable job that will provide you enough money to eat three meals a day, afford a home, or keep up with other personal needs. For instance, having served almost a three year sentence for "possession of marijuana with intent to deliver", James Daniels knows how frustrating the struggle is for bosses to oversee his past record of felonies. ""I made dumb mistakes when I was younger that led to my conviction," Daniels said" (Barrett).

Everyone deserves a second chance. You should never judge a book by its cover. These are some of the things that should be considered when an employer considers hiring an ex-offender reentering society after release from the prison system. Once a criminal, always a criminal is not always the case. Some ex-offenders have proven to be loyal and trustworthy employees. As well as tax-paying individual who open their own businesses. There are positives and negatives to hiring someone with a criminal background. There are many concerns by employers to hire an ex-offender, such as negligent hiring. An ex offender is a person who has been convicted of criminal offense. Over 600,000 people are being released from prisons