Estimated reading time: 4 minutes
Many organizations are considering fair chance hiring programs to find qualified candidates. Fair chance hiring – also known as a second chance hiring – is when the organization adopts the practice of hiring individuals with a criminal record.
There are several advantages to fair chance hiring, and in an earlier article, we discussed how to manage objections related to implementing a fair chance hiring program. It’s worth noting that an objection is simply disagreeing with something. We might be able to change someone’s objection with facts and good communication.
So, in the case of fair chance hiring programs, if someone said that they objected to the program because it would increase cost-per-hire and we could show it wouldn’t … then they might decide there is no reason to object any longer.
Which brings me to today’s conversation. Bias is different than an objection. Bias is defined as a prejudice that’s usually unfair in favor of or against a person or group. An individual can overcome a bias, but it takes time. It also takes self-awareness, and that’s more involved than simply sharing facts.
Organizations will need to deal with both objections and bias as they are discussing the implementation of a fair chance hiring program. Here are some things to consider when addressing bias associated with hiring an individual with a criminal record.
Consider assessments focused on self-awareness. A necessary first step in overcoming a bias is realizing one exists. Organizations might be reluctant to initially confront an individual’s bias directly. But that doesn’t mean the bias will go away. Sometimes an activity that allows an individual to discover their biases on their own, could open the door for discussion. There are implicit bias tests. In fact, Harvard University offers one on their Project Implicit website.
Identify the types of bias. There are several types of bias including first-impression, negative emphasis, contrast, and the halo/horn effect. Organizations should talk about bias in their recruiting skills training, performance management training, management development programs, and more. When developing examples for these training programs, include an example that mentions a person with a criminal record. For instance, how will a supervisor react if they hear about a candidate’s criminal history during an interview?
Provide bias training. Not only should organizations include a discussion of bias in their training programs, but they might want to offer separate unconscious bias training sessions. The decision to offer a separate program is based on several factors including the other training topics currently being offered. There are lots of professional training companies that offer unconscious bias training, or the company can design their own.
Offer webinars and podcasts. Listening to webinars and podcasts is extremely popular and a great source of learning. The organization can encourage employees to listen to an outside show like “Breaking the Bias” hosted by Consciously Unbiased. This podcast has dedicated several episodes to the criminal justice system and fair chance hiring. Another option could be for the organization could host their own webinar or podcast on the subject.
Share books that deal with bias. A learning library can be a great option for organizations, especially ones with hybrid or remote workforces. Employees can learn at their own pace. Books could also be a part of in-person training programs. For example, participants in a management development program could be given a copy of The New York Times bestseller “Blindspot: Hidden Biases of Good People” by Mahzarin Banaji and Anthony Greenwald. After reading the book, there could be a facilitated discussion about bias.
Encourage teams to “check” each other. As individuals become more self-aware, hopefully they will become more comfortable asking people to “check” them if their biases start to show. This doesn’t have to be a mean, confrontational exchange. For example, this Fast Company article on “How to confront bias without alienating people” talks about addressing the issue from a place of trust and shared values.
The reality is that recognizing our own biases and dealing with workplace bias is tough. The good news is that organizations already have activities in place to incorporate bias awareness – training, webinars, team development, etc. The key is conducting a content review and making sure there are examples that include individuals with criminal records.
Even when the organization is very supportive of fair chance hiring, it makes sense to include examples of individuals with criminal records in learning activities. The organization might be supportive but discover a manager or an employee isn’t aware of their bias and it’s holding the program back. Or an individual with a criminal record might get hired and find that they are being treated differently.
Research shows that diverse organizations can improve team performance by up to 30% and outperform their competition by 36% in profitability. But that is predicated on making diversity, inclusion, equity, and belonging work for everyone.
Image captured by Sharlyn Lauby while exploring the streets of Washington, DC
The post Manage Bias in Fair Chance Hiring appeared first on hr bartender.
