In April, the Corporate Coalition presented a webinar on Fair Chance Hiring in recognition of Fair Chance Hiring Month. Throughout the webinar, panelists representing hiring organizations and skills development explored the potential of Fair Chance Hiring initiatives in addressing talent shortages while promoting inclusion and social equity.

Panelists included:

Nan Gibson, Executive Director, Policy Center, JPMorgan Chase & Co.

Matt Primack, President, Advocate Condell Medical Center

Liana Bran, Director of Expansion Strategy, Cara Plus

Stephanie Dolan, Program Director, Corporate Coalition of Chicago

Here’s some of what we learned:

1. The power of partnerships: Successful Fair Chance Hiring initiatives rely on robust partnerships between employers and community organizations. These collaborations not only facilitate talent acquisition but also provide crucial support for retention and advancement within organizations. Notably, partnerships between Advocate and Cara have paved the way for over 80 fair chance opportunities, demonstrating their commitment to partnership and community engagement.

2. Navigating regulatory challenges: Highly regulated financial institutions, like JPMorgan Chase, have found innovative ways to navigate regulatory barriers. Collaborative efforts with regulators, like the Fair Hiring and Banking Act, have led to meaningful reforms, enabling employers to access a broader talent pool.

3. Changing the narrative: One in three working age Americans have a record that may be a significant barrier to employment. This means most people know someone who deserves a second chance. By championing inclusive hiring practices, we can foster societal reintegration and empower individuals to thrive in the workforce. The Second Chance Business Coalition has partnered with approximately 80 organizations, like the National Basketball Association, to provide employers with resources and reach a broader audience with the goal of shifting perceptions about second chance hiring and record clearing.

4. Holistic talent development: Viewing candidates holistically is essential. It's not just about modifying the background check process but addressing various barriers candidates might face throughout the hiring journey, from job awareness to interview preparation. JPMorgan Chase developed a community hiring model, holds expungement clinics with their pro bono legal team, and collaborates with community partners to address regulatory frameworks and barriers candidates may face throughout the hiring journey.

5. Investment in retention and career development:   Institutions like Advocate have partnered with community organizations like Cara to provide wraparound support to address social determinants of health, housing, transportation, and food insecurity, ensuring employees have the resources to succeed. JPMorgan Chase's robust employee assistance program offers various resources and support services to employees, including competitive benefits, career pathways, and comprehensive assistance to address a wide range of needs.

By embracing Fair Chance Hiring, organizations can tap into a diverse talent pool, foster inclusion, and drive innovation in the workplace. Let's continue these conversations and work towards building a more equitable future of work together.