Titlebook: Employing Our Returning Citizens; An Employer-Centric Nicole C. Jones Young,Jakari N. Griffith Book 2024 The Editor(s) (if applicable) and

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hout employment processes. In highlighting the policies, practices, and procedures that act as barriers to applicants and employees with a criminal record during their careers, we help employers become aware of ways they can actively reduce employment obstacles for those with criminal records. We th

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ew Beginnings program that supports incarcerated persons’ preparation for societal reentry; (3) demonstrates the improved recidivism and employment success of individuals experiencing such in-prison programs; and (4) guides companies in fostering success for persons graduating from in-prison program

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stice-involved individuals are employed, it is unclear whether these negative stigmas are reduced. Based on the extant research on stigma theory and relevant empirical evidence, this research study explores the perceptions of workers with criminal records with respect to their perceived productivity

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https://doi.org/10.1007/978-981-16-2036-2nt, including those with criminal histories (Fuller et al., 2021). To that end, this study extends Stereotype Content Model (SCM) research to evaluate stereotypes about people with criminal histories, their perceived hireability, and the ways in which perceptions vary based on different offense hist

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Political Education in Times of Populismividual level; namely, at the individual level, employers’ attitudes and perceptions often impede the hiring of individuals with a criminal record, as well as individuals’ inconsistent work history and lack of skills. Among the strategies that can assist justice-involved individuals in lowering thei

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Political Efficacy: Sechs Modelle im Test,ligent hiring. Perceptions of these risks may be flawed, however, and criminal offense records are often given more weight in hiring decisions than they merit. This chapter examines employer-side factors at the individual, organizational, and societal levels that influence the use and evaluation of

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Central European Elites in the Crisis,was to provide a foundational resource for managers and practitioners engaged in hiring those stigmatized by a criminal record. The secondary purpose of this volume was to generate new knowledge and advance the current state and understanding of organizational and management practices.

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Nicole C. Jones Young,Jakari N. GriffithFirst 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 employ