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In the United States, second-chance hiring or fair-chance hiring is when an employer does not automatically disqualify all prospective job applicants who have prior involvement in the criminal justice system. Instead, the hiring process includes an evaluation of the individual. For example, if a person has a past conviction related to driving, but the job involves no driving, then the conviction may not be relevant. Similarly, since most recidivism happens within the first three years, then old convictions may not be relevant.

It can be part of a diversity, equity, and inclusion program.

See also

• Ban the Box
• Second Chance Month
• Second Chance Act (2007) – US law

References

1. Clarke, Philip B.; Lewis, Todd F. (2023-12-22). Wellness-Based Addictions Counseling: Facilitating Holistic Recovery. Taylor & Francis. p. 108. ISBN 978-1-003-80337-9.
2. ^ Chait, Daniel; Stross, Jon (2021-04-01). Talent Makers: How the Best Organizations Win through Structured and Inclusive Hiring. John Wiley & Sons. pp. 129–131. ISBN 978-1-119-78529-3.
3. ^ Korzenik, Jeffrey D. (2021-04-13). Untapped Talent: How Second Chance Hiring Works for Your Business and the Community. HarperCollins Leadership. p. 132. ISBN 978-1-4002-2310-7.

• Employment
• Criminal justice reform