Blog Post: The human equation in hiring ex-offenders.

I want to share an experience with you. Sometimes it comes down to the human equation when dealing with people who are ex-offenders and employers alike. We like to think that employer incentives, background checks and great resumes are the key to employment for ex-offenders but when all is said and done, it is the human equation that is most important.

 I was at a meeting last week when one of these incredible events took place. I was meeting with a new employer who had contacted me in regards to hiring ex-offenders. At that meeting, the Human Resource Director and two other executives for this company were present. One of the executives of the company wanted to make sure that if we sent ex-offenders we did not send sex offenders or any violent criminals. I stated that I understood why sex offenders were on his list but asked if his company could accept some violent offences. I asked if some violent offence could be an exception to the rule and he agreed that some violent offences if committed over a period of seven or more years could be accepted. He agreed with that but stated that any violent offence that involved murder or a weapon was out of the question.

 I prefaced this story so that you would have some idea of what the atmosphere in that meeting was like prior to the reminder of my story. I also need to tell you that prior to this meeting I had invited a client of mine to come and apply for a job at this employer. I did this without knowing the employer would be against hiring violent felons. The client in question had a felony for 2 nd degree murder.

 At the meeting I told the employers before he arrived of his crime; I told them he had spent many years in prison for his crime and that he had done a great deal to change his life for the positive. I also told them that in prison he was a model prisoner. All of this did little to dissuade the executive.

 However, in a few minutes the receptionist came into the meeting to inform us that my client had arrived. He was also invited in. The employer who had the objective to hiring violent felons asked my client about his crime. My client did not try to excuse his actions but was informative and took accountability. He went on to tell the employers that it was not easy to walk the straight path in prison. He was constantly on trial for his commitment to getting out with something to show for his time. He went on to tell of all the classes and schooling he was involved in and how he worked hard to make changes in his life.

 I saw a change in the attitude of the executive. He went from very judgmental about this person and his crime to a sense of respect and understanding.

 I am leaving out details for a reason. I want to protect this employer and client from being embarrassed. Nevertheless, I need to tell you that I was amazed! This employer went from being adamant about not hiring violent ex-offenders to offering this man a job.

 All of this was the result of an ambassador, my client. He did all of the right things. He did not make excuses for his behavior but instead told the employer all of the events that demonstrated his change and commitment to being crime free.

 I left that meeting with a since of hope and I know that the executive changed the way he looked at ex-offenders as well.  This was not the result of my work or of programs and incentives; this was the result of an ex-offender changing the way one person looked at violent felonies. This was the result of an ex-offender doing the right thing, taking responsibility for his actions, and showing a history of change while in prison.

 This was the result of an ambassador. Because of this client, many others will gain jobs at this business.

   It is the human equation.

www.azcrc.com   www.teamsaz.org

Steven B. Temple GCDF

President

CRC