Embracing Second Chances: A Personal Journey and the Power of Fair Chance Hiring
- Originally Published: August 22, 2024
- Last Updated: October 2, 2024
At Perfect Fit, we believe in the transformative power of Fair Chance Hiring. It’s more than just a hiring policy—it’s a commitment to changing lives, one opportunity at a time.
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Today, I’m privileged to share the inspiring story of Heather Emerson, a colleague and personal friend who overcame the stigma of a criminal record to achieve remarkable professional success. From serving in the Air Force, to non-profit boards, to founding several businesses, she has been an outstanding community member by any measure, and has been recognized with designations like the Forbes Next 1,000 and the Austin Under 40 Awards. Currently she’s building her latest company, Offshore Launch, where she helps businesses hire remote talent while staying compliant with local laws.
Her journey is a powerful testament to the potential that lies within every individual, regardless of their past. As we explore Heather’s experience, I hope it encourages businesses to embrace Fair Chance Hiring and see the profound impact it can have, not just on those they hire, but on their organizations as well. Please enjoy this very special guest blog!
Heather's Story
In 2004, after serving a 12-month prison sentence, I was released with a mix of relief and uncertainty. Rebuilding my life was daunting, especially after a year of confinement. I struggled with trust—both in myself and others—and faced a world that seemed ready to judge me for my past mistakes.
Though my offense was a first-time, nonviolent one, I encountered numerous challenges. For instance, securing housing always required a cosigner. During a study abroad program in Canada, I was nearly deported due to my criminal record, saved only by a compassionate border patrol officer who granted me 24 hours to board a ship with my classmates. Even nearly 10 years after the conviction, I lost a teaching job just a week before the school year started because my background check didn’t clear.
This was all due to a drug charge at the age of 18—a mistake that continued to cast a long shadow over my life. The experience made me acutely aware of the uphill battle faced by others with more severe records.
Challenges Experienced
The stigma of a criminal record presented barriers at every turn—from housing to employment. Each rejection was a stark reminder of how a single mistake can haunt you for years, making it difficult to rebuild and move forward.
Resources That Were Helpful
One of the most significant resources I had was my family, who supported me financially and emotionally. They acted as cosigners and provided the stability I needed to get back on my feet—a privilege that many formerly incarcerated individuals do not have.
Work was one place where I could regain a sense of pride and safety. Yet, employment is often denied to those who need it most. Today, with the internet offering greater access to information and support, I would advise anyone re-entering society to seek out as many support groups as possible. In my area, the Austin-Travis County Reentry Roundtable is a valuable resource that was just beginning when I was released.
Advice to Individuals with a Record
For those with a criminal record, the best advice I can give is to surround yourself with people who genuinely want to help. Accept all the support you can get to avoid falling back into old patterns. It’s essential to remember that accepting help isn’t a sign of weakness—it’s a necessary step in moving forward.
A Life-Changing Opportunity
One of the most transformative opportunities in my journey was being hired by Whole Foods. The company provided an inclusive environment, offering not only good pay but also benefits like store discounts and stock options. Working there allowed me to regain a sense of self-worth and belonging.
Later in life, when I started my own food business, I chose to hire someone who had also been released from prison. She turned out to be one of the best employees, reinforcing my belief that with the right support, anyone can succeed.
Fair Chance Hiring: A Win-Win for Employers and Employees
Benefits to Employers
Fair Chance Hiring (FCH) goes beyond offering a second chance—it taps into a pool of resilient, hardworking individuals who have learned the value of dedication and perseverance. Employees with a criminal record often bring a strong work ethic and loyalty, driven by the desire to prove themselves.
For employers, FCH can lead to higher morale and a more inclusive workplace culture. It’s an approach that benefits both the organization and the individuals it employs.
Best Practices for Employers Implementing Fair Chance Hiring Practices
There are two parts to implementing Fair Chance Hiring practices in your organization. First, is implementing the right processes and procedures, and second is performing individualized assessments.
Implementing Fair Chance Hiring Processes
- Ban the Box: Banning the box means removing the historically common practice of asking applicants to disclose on the application whether or not they have a criminal history. Many jurisdictions in the US have banned this, and this is commonly called “ban-the-box” legislation. Regardless of local regulation, removing this question will prevent potential bias during the interview process and ensure that conditional job offers are made based on skills and qualifications. This doesn’t eliminate the background check step, but rather moves it to later in the hiring process.
- Encourage Transparency: Create an environment where candidates feel comfortable discussing their past openly, and clearly communicate the organization’s commitment to FCH to both employees and candidates.
- Train HR Personnel and Hiring Managers: While it’s important to have policies written down, they won’t be effective if your team isn’t trained and adopting them. Holding ongoing training ensures that employees stay up to date on evolving practices and understand the importance of the initiative.
- Establishing a Clear and Consistent Policy for Background Checks: Think through some specific scenarios and how they would relate to different roles in the organization. Drawing some clear lines on what’s relevant and what’s not will make the process more unbiased, fair, and simple when you do encounter those situations. Document these guidelines in a guidebook for hiring managers.
- Continuously Review Hiring Policies: Review your policies annually or whenever there is a significant change in the law or industry standards.
Conducting Individualized Assessments
While having a set of written policies and procedures will foster an environment that encourages fairness, much of the FCH work happens during the individualized assessment phase. When reviewing an applicant’s criminal record, it’s important to carefully consider all of the relevant context, such as:
- Nature and gravity of the offense
- Relevance to the risks of the role in question
- Time elapsed since the offense
- Rehabilitation efforts or evidence of behavior change
- Any additional context the candidate provides
When developing a Fair Chance Hiring policy for your organization, it’s essential to collaborate with your legal counsel. This will help ensure that your policy not only supports the benefits of Fair Chance Hiring but also incorporates the necessary risk mitigation measures relevant to your business and industry.
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Conclusion
Heather’s story is more than just an account of overcoming adversity; it’s a compelling argument for the value of Fair Chance Hiring. Her success demonstrates that when given the opportunity, individuals with a criminal record can bring unparalleled dedication, resilience, and loyalty to the workplace. By looking beyond the stigma of a criminal record and focusing on skills and potential, employers can unlock a wealth of talent that benefits both their business and the broader community.
Looking for more details on setting up a Fair Chance Hiring policy in your organization? We’d be happy to help out.
If you’re looking to hire off-shore talent for the first time, or you want to hear more about Heather’s story, you can find her on LinkedIn.
About the Author
Heather Emerson
Chief Executive Officer, Offshore Launch
Heather’s experience is broad and varied, having served in the Air Force, served on non-profit boards, and founded several businesses. She has been recognized with designations like the Forbes Next 1,000 and an Austin Under 40 Award. Currently she’s building her latest company, Offshore Launch, where she helps businesses hire remote talent while staying compliant with local laws.
About the Author
Travis Reiter
Owner-Operator, Perfect Fit Background Checks
Travis has co-owned Perfect Fit Background Checks with his wife Rachael since 2021. With a passion for helping small businesses, Travis specializes in providing affordable background check services with unrivaled service. When he’s not helping customers, Travis is actively volunteering around Austin, Texas, exploring new destinations, or enjoying board games with friends.
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