2015 Urban Affairs Association Conference

It is estimated that 65 million U.S. adults have criminal records, which equates to about one in four American adults. Of those incarcerated, more than half a million are released from prison annually. The ability to obtain stable employment is a primary factor in facilitating a successful transition to life after prison. However, studies show that Americans with criminal records face significant barriers to obtaining employment. One method to reduce barriers, such as hiring bias against job applicants with criminal records, involves legally barring employers from inquiring about criminal backgrounds on job applications. This method, commonly referred to as "Ban the Box," has been implemented among states and municipalities in the public sector, the private sector, or both. Ban the Box policies do not eliminate questions about applicants' criminal backgrounds, but simply delay questions until after job applicants have obtained an interview or a conditional job offer. Few studies have been conducted to examine the impact of Ban the Box policies on employers and job applicants. This pilot study uses a non-experimental design to examine employers' hiring experiences related to implementation of Ban the Box policies. An online survey of human resource departments in select states and municipalities where Ban the Box policies are in force was conducted. The goal of the research was to gather data about the type and extent of effects on hiring practices experienced by employers after implementation of Ban the Box policies. Anticipated outcomes are that few human resource departments will have experienced negative hiring impacts, such as increased costs, excess staff time, or increased workplace violence, after implementation of Ban the Box policies. The results of the pilot study will be presented via this poster presentation.