Understanding the Current Landscape
Across Canada, nearly four million workers carry a criminal record, many of whom possess valuable skills and experience. Recent research from the University of Windsor’s Odette School of Business, in partnership with the John Howard Society of Ontario and several universities, highlights the gap between employer concerns and the potential workforce available. The study targets six key industries—healthcare, finance, construction, manufacturing, customer service, and food services—to uncover prevailing hiring attitudes and identify practical paths forward.
Key Findings on Employer Concerns
- Safety and Reputation – Employers often worry about client perception and workplace safety when hiring individuals with a record.
- Regulatory Pressure – In highly regulated fields such as finance and healthcare, industry rules can mandate blanket disqualification.
- Information Gap – Background checks deliver dates and charges but little context, leaving hiring teams unable to assess fit.
- Time‑Sensitive Attitudes – Relevance of older offenses diminishes over time, yet many policies treat all records equally.
- Leadership Hesitation – Decision makers fear blame if a new hire underperforms, especially when the hire has a criminal history.
These concerns create a high “barrier to entry” for otherwise qualified candidates, suggesting a need for more nuanced evaluation criteria.
Why a ‘Lower Barrier’ Approach Matters
Fair‑chance hiring is not about lowering standards; it emphasizes thoughtful assessment. Rather than an automatic disqualification rule, managers can:
- Examine the specific nature of the offense and its relevance to the role.
- Consider the time elapsed since the event—an incident from two decades ago may be irrelevant for a retail assistant.
- Invite the candidate to discuss personal growth or rehabilitation efforts.
- Balance risk with potential value: a skilled electrician with a minor non‑violent offense may outperform a hesitant candidate without the technical ability.
By refining hiring criteria, employers can tap into a larger talent pool and reduce turnover, ultimately strengthening workforce resilience.
Actionable Steps for Employers
1. Review and Revise Policies
- Audit existing hiring guidelines to identify any blanket ban clauses.
- Introduce a “case‑by‑case” framework that allows managers to evaluate each record’s relevance to the job’s duties.
- Document the revised process openly to ensure consistency across departments.
2. Train Interviewers on Contextual Assessments
- Provide workshops that highlight how to interpret criminal histories sensitively.
- Teach managers to ask open‑ended questions that elicit growth narratives.
- Implement a structured scoring system that rewards relevant skills over past mistakes.
3. Partner With Community Organizations
- Collaborate with agencies like the John Howard Society to screen candidates and provide reintegration support.
- Use joint programs to offer on‑the‑job training and mentorship for new hires.
- Establish a referral pathway that reduces administrative friction.
4. Communicate Transparently With Stakeholders
- Inform clients and partners about inclusive hiring practices, emphasizing quality control and safety standards.
- Publicly share success stories of former offenders who have become productive team members.
- Reassure stakeholders that uniform policies align with industry regulations and ethical standards.
Leveraging Research to Drive Change
The University of Windsor’s study provides a research foundation that can be translated into actionable toolkits. Employers can use data from industry‑specific surveys to benchmark attitudes and identify best‑practice models. The research also offers guidance on developing certification programs that demonstrate preparedness among hiring managers, ensuring consistent application of fair chance principles.
Next Steps for Your Organization
Establishing a fair chance hiring culture requires commitment and strategic planning. Start by conducting an audit of your current policies. Identify sectors where a record‑based filter may be unnecessarily restrictive. Work with trusted partners to design contextual assessment frameworks. Finally, monitor outcomes to refine the process continually.
Contact our team today to explore a customized implementation plan for your organization, or visit our resource hub for tools and templates that support fair‑chance hiring.
