I Recently Visited A Women's Prison. Here's How To Embrace This Talent Pool

Forbes

23-04-2025

People with criminal records can offer specific and durable skills to help companies remain ... More competitive. Committing to fair chance hiring isn't just about doing good—it's good for business.
Last month, I stepped outside of my typical orbit of the office, conference circuit, and board meetings. Instead, I traveled two hours outside of Denver to visit a few dozen women serving sentences in La Vista Correctional Facility in Pueblo, Colorado. These women were taking part in 'The Challenge,' a program offered through the Breakthrough Alliance of Colorado, which offers career readiness coaching, professional development, and re-entry planning so they can prepare for and find jobs after incarceration.
Their stories inspired me. Ashley, a recent participant, shared how her three children were able to visit her for the program's graduation ceremony and see her in a cap and gown for the first time. A few of the women in the early stages of the program helped me understand how much resilience it takes just to begin this journey; another woman, whose release is approaching in a few months, shared her hopes and honest fears about how she'll find a job and reestablish herself in her community.
Bryan Stevenson, the founder of the Equal Justice Initiative and author of Just Mercy, has often said that the first step in making change is to 'get proximate'—to build genuine connections with people facing obstacles or barriers, and 'affirm their dignity and humanity.' My visit with the women of the Breakthrough Alliance reminded me how valuable and important this kind of proximity is. This April, which is Fair Chance Month, I hope other leaders will be inspired to take this first step toward engaging with the people experiencing incarceration in their communities. I came away from my visit reminded that when we put up barriers that prevent people with records from finding employment, we leave out a talent pool that is at least 70 million Americans strong.
At my organization, Jobs for the Future, we know this first-hand: since 2023, we've committed to hiring employees who have records or are currently incarcerated and have benefited greatly from their skills, experience, and dedication.
Many of the arguments for fair chance hiring focus on reduced recidivism. But in my opinion, there's a reason that's even more compelling. The women participating in The Challenge have committed to developing the specific and durable skills that companies need to remain competitive. Committing to fair chance hiring isn't just about doing something good—it's about doing something that's good for business.
If you're a leader interested in taking the first step toward fair chance hiring, here are a few ways to get started.
Many of us in the corporate world, especially those of us in the C-Suite, get exposure to prison settings through television and movies, which can perpetuate stereotypes and sidestep the actual experiences of people who are incarcerated. Ohio Governor Mike DeWine, who recently made a push for fair chance hiring in his State of the State address, shared how his understanding of people with records was shaped by years working in his family's seed business alongside Leonard 'Shorty' Steele, who had been incarcerated in Kentucky years earlier. Former Slack CEO Stewart Butterfield discovered this first-hand when, inspired by Stevenson's book, he visited a training program located in California's San Quentin State Prison and returned with more Slack employees. Since then, Slack has become a corporate leader in fair chance hiring through its Next Chapter partnership, which creates technology training and employment opportunities for formerly incarcerated workers.
The good news: employers who want to take this step don't have to do it alone. Organizations like the Second Chance Business Coalition, whose members are major U.S. employers, offers resources to support companies looking to reduce hiring barriers. They have a comprehensive list of partners around the country who can help employers connect with people in their regions. If distance puts an in-person connection out of reach for your company, my organization's Fair Chance Corporate Cohort offers specialized in-person and virtual trainings for companies interested in fair chance hiring.
As skills-based hiring strategies gain momentum, there are millions of people with records developing in-demand skills through training programs around the country. The skills-first movement often focuses on reducing or eliminating degree requirements for open jobs; Fair Chance Month is an ideal opportunity to also update the policies and practices that screen people with records out of the hiring process. With this approach, employers can significantly open up their talent pool and focus more on what applicants can bring to the job, instead of what credentials they've earned or what experiences have prevented their advancement.
A wide range of education and training opportunities exist within the nation's prisons: Organizations like Unlocked Labs, The Last Mile, and Persevere teach incarcerated learners digital skills, including coding and web development. Hope for Prisoners operates a 120,000-square-foot vocational complex inside the Nevada Department of Corrections that provides certifications in welding, truck driving, HVAC, plumbing, masonry, electrical, and warehouse logistics.
Opportunities like The Challenge in Colorado also emphasize the uniquely human skills that are increasingly needed in the age of automation. Sonya, a program graduate who is now released from prison, described learning how to work as a team, build and pitch a business plan, and prepare to talk about her training and work experience. 'I really enjoyed learning more about the different cognitive thought processes and how to better communicate with people,' she said. 'No other program during my tenure at LVCF offered the skills training and support that Breakthrough offers.'
Establishing fair chance hiring practices doesn't happen overnight—it involves relationship-building, outreach, and a lot of self-reflection about company values. At Jobs for the Future, I still remember all the questions and considerations that went into making our first incarcerated hire: were our systems set up to support them? Were there restrictions from the prison that would affect their ability to do the job?
But if the women I met in The Challenge program can take that big first step on their journey to rebuild their lives, we leaders can take the first step toward building our businesses by being a part of that journey. This Fair Chance Month, I encourage leaders to reach out, 'get proximate,' and explore the benefits of fair chance hiring for your company.