Ex-Offenders and Employment: An Overview

1. Ex-Offenders and Employment:An Overview Kelly Pierron kpierron@csctulsa.org

2. “Studies show that the unemployment rate of formerly incarcerated people after one year may be as high as 60% because of multiple barriers to employment.” * * Center for Employment Opportunities. CEO Breaks the Cycle of Incarceration. CEO. New York, New York. 2008

3. The Value of Employment • High unemployment = High Recidivism • 85.7% (N=1,080) of female receptions to the ODOC in 2009 reported being unemployed at the time of their arrest.* • 89% of individuals who violated the terms of their probation or parole were unemployed at the time of violation.** * Oklahoma Department of Corrections Female Offender Operations. Fiscal Year 2009 Annual Report . **Mukamal, D. Confronting the Employment Barriers if Criminal Records: Effective Legal and Practical Strategies. Journal of Poverty Law and Policy. Jan-Feb, 2000.

4. The Value of Employment • Income to meet financial obligations and move to self-sufficiency • Fines, fees, restitution • Child support • Rent • Food • Clothing • Medical care

5. The Value of Employment • Social connection • Feeling of societal contribution and self-worth

6. Barriers to Employment • Education level • 72% (N=919) of female receptions to the ODOC in 2009 had an assessed need for education.* • Nationally, about 70% do not have a high school diploma.** • Limited work history and skills • Between 1/3 and 2/3 of inmates report incomes less than $1,000 in the month prior to their arrest.*** • Race * Oklahoma Department of Corrections Female Offender Operations. Fiscal Year 2009 Annual Report . **Center for Employment Opportunities. CEO Breaks Down Barriers to Employment. CEO. New York, New York. 2008 ***Solomon, et al. From Prison to Work: The Employment Dimensions of Prisoner Reentry. Urban Institute, Justice Policy Center. Washington, DC. 2004

7. Barriers to Employment • Institutionalization • Institutionalization: deficits or disabilities in social and life skills after long periods of independence and responsibility deprivation. • This makes managing demands and making decisions is difficult after release.

8. Barriers to Employment • Transportation In Oklahoma, drug offenders have their license revoked – even if the offense does not relate to the operation of a motor vehicle.

9. Barriers to Employment • Statutory and regulatory barriers In certain states, ex-offenders are permanently banned from public employment, and most states have restrictions on the work of returning offenders in certain fields.* • Jobs requiring contact with children • Certain health and human services occupations • Employment with firms providing security services • Finance * Holzer et al. What Employers Want: Job Prospects for Less – Educated Workers. New York. Russell. Sage Foundation, 1996.

10. Barriers to Employment • One survey found that the industries most willing to hire ex-offenders are those that require little customer contact.* 1) Manufacturing 2) Construction 3) Transportation These are not industries with a high percentage of female employees. *Fahey, et al. Employment of Ex-Offenders: Employer Perspectives. Crime and Justice Institute. 2006

11. Barriers to Employment • Employer concerns: Many ex-offenders face employment discrimination based solely on the fact that they have a committed a felony offense, regardless of whether the former offense would impact job performance or the safety of others. “Fewer than 40% of employers claim that they would definitely or probably hire an ex-offender for their most recently filled non-college job.”* *Holzer, et al. Can Employers Play a More Positive Role in Reentry. Urban Institute. Washington, DC. 2002

12. Barriers to Employment • Employer concerns (cont’d) More broadly, employers fear liability where ex-offenders have to deal directly with customers or handle property that belongs to others.* Many employers fear that the reputation of their business would be damaged if the public became aware that ex-offenders worked at their company. *Holzer, et al. Can Employers Play a More Positive Role in Reentry. Urban Institute. Washington, DC. 2002

13. Barriers to Employment • Employer concerns (cont’d) Court ordered obligations Community service, urine analysis, restricted movement.

14. Barriers to Employment • Low paying and less fulfilling jobs The jobs that are often available to ex-offenders come with relatively poor wages and benefits and limited prospects for promotion – limiting their incentive to seek or accept work.

15. Expected Post-Prison Hourly Wage by Gender* * Visher, et al. Returning Home: Understanding the Challenge of Prisoner Reentry. Urban Institute, Justice Policy Center. 2004

16. Opportunities • Programs • Legislation • Public awareness campaigns

17. Programs • Education and training programs in correctional facilities • Oklahoma Department of Career Tech • Faith and community-based agencies provide job readiness curriculum. • Girl Scouts Beyond Bars Project Reconnect • GED and advanced education

18. Programs Transitional Jobs “An employment strategy that seeks to overcome employment barriers and transition people with labor market barriers into work using wage-paid, short term employment that combines real work, skill development, and supportive services.” - National Transitional Job Network

19. Programs • Reentry Programs • Substance abuse and mental health counseling • Assistance accessing safe and affordable housing • Assistance accessing vocational and educational programming • Assistance accessing medical services • Job placement services • Guidance on repaying debts • Transportation assistance • Family reunification services

20. Programs • Reentry Programs An intermediary program helps employers hire individuals with a criminal record by training and preparing clients for a particular industry, screening prospective employees, and sending qualified, work-ready applicants to the field. Employers value intermediary programs that will help them address issues with the client should they arise.

21. Employer Benefits from TCPRI Program • Subsidized employment for up to 100% of the minimum wage for up to 12 weeks. • Job mentors. An employer can designate an employee to mentor a PRI client on the job and earn an additional $2 per hour for up to 240 hours. • $2,500 for job training activities. • Pre-screened applicants are matched to meet the needs of employers.

22. Legislation Federal: • Federal Bonding Program • Fidelity bonds issued to an employer free of charge for “at-risk” employees or employees whose past experiences present an obstacle to future employment. • Work Opportunity Tax Credit • $2,400 per eligible employee, per hire.

23. Legislation Pending Oklahoma legislation: • Criminal record expungement • For non-violent offenders who have completed the terms and conditions of their sentence and have not recommitted an offense for 10 years. • Professional license – effect of expungement • Reentry pilot program • Development of a pilot program to provide services for inmates with children in order to help facilitate successful, long-term reintegration.

24. Public Awareness Campaigns A multi-media campaign to encourage business leaders to give a qualified ex-offender a chance.

25. Public Awareness Campaigns • Encourage employers to: • use background checks only for certain jobs when it is necessary based on objective criteria. • use background checks later in the hiring process. • allow applicants an opportunity to correct criminal history information and submit evidence of rehabilitation. • consider mitigating factors when evaluating applicants with criminal histories.

26. Public Awareness Campaigns • “Ban the Box”: A number of municipalities have adopted “Ban the Box" policies, intended to allow qualified individuals with criminal histories a fighting chance in the application process.

27. Public Awareness Campaigns

28. Recommendations • Recommendations • Employers: Review hiring procedures to consider removing blanket “no-felony” policies. • Legislatures: Comprehensive community-based reentry programs that provide supportive and employment services to help clients find and maintain a job.