A criminal record can be a formidable employment barrier and is thus a major contributor to employment inequality, as most employers would rather avoid hiring an individual who has committed a crime. This book, offering an employer-centric view of the latest research findings, blends interdisciplinary theoretical perspectives and empirical findings to provide an overview and areas for future management research. The chapters assess the state of the field while highlighting the most critical themes that advance our understanding of the employment process and challenges for system-impacted individuals. Presenting a comprehensive assessment of the challenges and opportunities, this volume will appeal to disciplines related to organizational behavior, human resource management, and employment law, as well as any other disciplines that bear responsibility for enacting and crafting hiring and selection processes.

First integrative treatment of the problems as well as potential solutions for hiring those with criminal pasts Includes the latest developments based on substantial and far-sweeping changes in employment law Engages directly from a management perspective, which is significantly absent from the conversation

Autorentext
Nicole C. Jones Young, is an Associate Professor of Organizational Behavior at Franklin & Marshall College, USA. Her research focuses on organizational inclusion, specifically emphasizing marginalized individuals, such as those with justice involvement and their reintegration to employment.

Jakari N. Griffith, is an Associate Professor of Management in the Ricciardi College of Business at Bridgewater State University, USA, and the Chair of the Management and Marketing Department. His research focuses on diversity, leadership, and barriers to employment.

Inhalt

Chapter 1: Introduction.- Chapter 2: The Power of Pardons: Broadening Employment Opportunities for Justice-Involved Individuals.- Chapter 3: Establishing the Job-Relatedness of Criminal Convictions.- Chapter 4: An Examination of Barriers and Challenges to Securing and Maintaining Employment with a Criminal Record during the COVID-19 Pandemic.- Chapter 5: Invisibilized, Labeled, and Identified: Facilitating Fair Chance Employment.- Chapter 6: Overcoming Biases across the Human Resource Management Lifecycle for Individuals with a Criminal Record.- Chapter 7: Employing Our Returning Citizens: A Road to Success.- Chapter 8: Talented, Valuable, and Committed: (Mis)Perceptions of Employees with Criminal Histories.- Chapter 9: Stereotypes and Perceived Hireability of People with Criminal Histories.- Chapter 10: Expanding Access with Fair Chance Employment Policies.- Chapter 11: Impact of Educational Initiatives and Pathway Programs on Employment.- Chapter12: Risk aversion and the impact of criminal records in hiring decisions: an integrative multilevel review.- Chapter 13: Conclusion: An Integrative Pathway Forward.