From Prison to Payroll: Ex-Prisoners’ Challenge to Find a Job
By Becky Beane
Nationwide, as many as 60 percent of ex-prisoners are unemployed one year after their
release from prison.
In California, 80 percent of parolees have no jobs.
This signals pending disaster—not only for the ex-prisoners and their families, but also
for the broader community. Without a source of income, many ex-prisoners have trouble
finding housing. In California, for example, 10 percent of all parolees are homeless, but
in urban areas such as Los Angeles and San Francisco, that rate leaps as high as 30 to 50
percent.
The stress of unemployment puts people at higher risk of alcohol and drug abuse—
particularly for those who already have a history of drug problems, as is true of 60
percent of prisoners.
Confinement in prison distances prisoners from their community. Once they return,
unemployment only adds to this sense of disconnection. And those who feel disconnected
from their community will likely have fewer qualms about harming the community
through criminal activity.
Coming Out Unprepared
Sadly, many ex-prisoners lack even the basic skills to start hunting for a job once they get
out. Nationwide, 70 percent of prison inmates function at the low end of the literacy
range—making it tough to understand a classified ad, fill out a job application, write a
business letter, read a bus schedule, or perform many other common text- or numberbased tasks.
With so many challenges stacked against them, more than 50 percent of released
prisoners return to prison within three years. Re-arrests are most common within the first
six months of release. And American taxpayers shell out than $60 billion a year for this
revolving-door debacle.
By contrast, employment provides prisoners with many benefits: income, of course, but
also identity, opportunities for healthy social interaction and support, a sense of purpose,
engaging challenges, status, and stability. These help to promote a sense of well-being as
well as a connection to the workplace and to the surrounding community. All of which
cuts down on recidivism.
Reluctance to Hire Ex-Prisoners
Despite broad recognition that ex-prisoners need jobs—and are less likely to return to
crime if they have jobs—many people are reluctant to actually hire them. One 1996
research study found that nearly two thirds of employers would not hire a person with a
criminal record. A more recent study (2007) revealed that people with a criminal past are
1
less likely to obtain employment than are those with chronic illness, those with physical
or sensory disabilities, and those with communication difficulties.
What makes employers reluctant to give ex-prisoners a chance? One survey of employers
found that 54 percent feared being victimized if they hired an ex-offender. Victimization,
however, was not the employers’ greatest concern. More than 80 percent of them feared
that ex-offenders will lack the necessary “people skills” for contact with customers.
Many were also concerned that both customers and co-workers would feel uncomfortable
if they knew that an ex-prisoner worked at the business.
Despite these concerns, 53 percent said they would be willing to hire an ex-offender, 44
percent said they were unsure, and only 3 percent said they would “probably not” hire an
ex-offender.
Interestingly, 60 percent of the employers surveyed had experienced at least occasional
social contact with ex-offenders. This interaction apparently helped to offset some of the
stigma that might otherwise attach to ex-offenders. As the researchers, Rachelle Guguere
and Lauren Dundes, stated: “Perhaps those who have become acquainted with exconvicts see them as people who can leave their mistakes behind. In contrast, those who
do not know any persons who have been incarcerated may be less likely to see their
potential for good.”
What They Say Versus What They Do
Even so, another research study showed significant discrepancies between what
employers say they are willing to do and what they actually do. Nearly 62 percent of
surveyed employers said they were “very likely” or “somewhat likely” to hire applicants
with a criminal record (specifically a drug felony)—irrespective of race.
However, an audit of their actual employment practices revealed that only 17 percent of
white applicants and 5 percent of black applicants with drug felonies actually received a
call-back after the first stage of application process. These results contrasted sharply with
the 34 percent of white applicants with comparable qualities but with no criminal record
who were called back.
While this doesn’t prove discrimination, it does indicate a disconnect between abstract
attitudes and actual practices.
Lessening the Obstacles
As a Prison Fellowship volunteer, you can help improve prisoners’ likelihood of getting a
much needed job. Through tailored programming—classes, small-group discussions,
seminars, etc.—as well as one-to-one mentoring interactions, you can help prisoners
develop necessary skills and character qualities that will make them more appealing to
prospective employers.
You can also help promote positive attitude change among employers that will translate
into changed hiring behaviors.
2
Let’s consider three issues raised by the research: 1) prisoners’ lack of job-search skills,
2) prisoners’ real or perceived lack of people skills, 3) the stereotypes and stigma
attached to prisoners.
Job-Search Skills. Through tailored programming or mentoring relationships, Prison
Fellowship can help prisoners learn how to complete tasks essential in job hunting—such
as writing résumés, filling out job applications, and participating in job interviews. Such
practical skills are covered in Prison Fellowship’s seminar curriculum H.I.R.E. (Here Is a
Responsible Employee. (To order, contact Prison Fellowship’s Program Support Center,
1-800-251-7411. Item code SGHR2)
One job-search skill specifically tied to prisoners is addressing the question that pops up,
in some form, on just about every job application—have you ever been convicted of a
crime? While it is tempting to conceal one’s prison record, this will only get the exprisoner in trouble if caught in the deception. PF volunteers can help prisoners address
their prison time in a positive way that may prevent the employment door from
automatically slamming in their face.
For example, instead of simply stating “yes” to the question, the person might add
something like, “and I would like to discuss this in more depth.” In an interview,
prisoners should be prepared to talk about the positive things they have learned and the
positive ways they have changed during their prison experience (see sidebar). This shows
that they used their time responsibly and constructively.
Social/People Skills: As noted above, employers worry that ex-prisoners won’t have the
people skills to deal appropriately and effectively with customers. You can help them
learn—and practice in role plays—such basic but highly important skills as shaking
hands, making eye contact, smiling, treating people with respect and courtesy, using
appropriate language (“yes, sir”; “no, ma’am”—not “yeah, man”). Some lessons in anger
management and problem-solving might be helpful, too. Prospective employers should be
able to see evidence of these skills in their own interactions with the ex-prisoner.
Stereotypes and Stigma: As researchers point out, employers who have been acquainted
with prisoners or ex-prisoners to some degree may be more likely to give other exprisoners an opportunity for employment. As a PF volunteer, you can help provide
opportunities for business leaders to get to know real people who have been in prison and
have grown from that experience. For example, you might:




Arrange to have some employers go into prison with you to observe/participate in
your regular programming or a special event.
Plan a job fair at a nearby prison, in cooperation with Department of Corrections
staff, where prisoners can interact with prospective employers.
Host a community event for employers where part of the program is having exprisoners share their testimonies of how they have changed.
Get involved with community organizations—such as the local Chamber of
Commerce or the Rotary Club—where you can explain your volunteer service to
other members, help dispel some of their stereotypes about prison, and network with
prospective employers.
3
By taking seriously employers’ concerns and addressing them, we can help prepare
prisoners to reenter the job market and help prospective employers be more open in
giving them a second chance.
Sources
Giguere, R., & Dundes, L. (2002). Help wanted: A survey of employer concerns about hiring ex-convicts.
Criminal Justice Policy Review 13, 396-408.
Graffam, J., Shinkfield, A. J., & Hardcastle, L. (2007, November). The perceived employability of exprisoners and offenders. International Journal of Offender Therapy and Comparative Criminology, 1-13.
Pager, D. & Quillian, L. (2005). Walking the talk? What employers say versus what they do. American
Sociological Review 70, 355-380.
Petersilia, J. (2000, November). When prisoners return to the community: Political, economic, and social
consequences. Sentencing & Corrections. U.S. Department of Justice, Office of Justice Programs.
Petersilia, J. (2001). Prisoner reentry: Public safety and reintegration challenges. The Prison Journal 81,
360-375.
Sabol, W. J., Minton, T. D., & Harrison, P. M. (2007, June). Prison and jail inmates at midyear 2006.
(Bureau of Justice Statistics Bulletin NCJ 2176753). Washington, D.C.: U.S. Department of Justice.
Shinkfield, A. J. & Graffam, J. (2009). Community reintegration of ex-prisoners: Type and degree of
change in variables influencing successful reintegration. International Journal of Offender Therapy and
Comparative Criminology 53, 29-42.
Warren, J. (2008). One in 100: Behind bars in America 2008. Pew Center on the States, a program of the
Pew Charitable Trust, Washington, D.C.
[sidebar]
Handling the Prison Issue
In its H.I.R.E. seminar (Here Is a Responsible Employee), Prison Fellowship includes
examples of how ex-prisoners have positively talked about their prison experience in job
interviews:
“I am going to be the best cashier you have because of my time in prison. I really
turned my attitude back to a positive one, and I learned how to handle negative
situations, talk with a variety of people, be patient, listen, use a computer, and be
more outgoing.”
“I consider my time in prison to be the most valuable education I had and one of
the major reasons I am so qualified for this job. For two years I worked in all
4
areas of auto mechanics, and I have proven skills to work on cars, trucks, vans,
and construction equipment.”
“I spent five years digging ditches, picking potatoes, and cleaning floors in prison.
You are looking for a dependable, hardworking employee who doesn’t drink and
is not on drugs. I’m that person, and I believe I have as good or better experience
and work record than anyone else applying for this position.”
5