About the Report The Report, Part II: Review of the Re-Entry Process:

chapters and policy statements:
About the Report of the Re-Entry Council

Policy Statement 21, Research Highlight 4

The willingness of employers to hire this population can be increased if a third-party intermediary is involved and if they are informed about financial incentives and protections.

Employers are more willing to hire released individuals who have been convicted of drug-related and property crimes than violent crimes. [1]   They are also more willing to hire individuals who have not been released from prison recently, and who have had some work experience since prison. [2]   Importantly, a survey of 600 employers by the Welfare to Work Partnership indicates that the willingness of employers to hire released indivdiuals can be increased with the use of third-party intermediaries - such as a social service organization, faith- and community-based organization, case manager, or parole/probation officer - that can work with the new hire to help avert problems. [3]   The survey also suggests that already existing incentives, such as the Federal Bonding Program, Work Opportunity Tax Credit, and Welfare-to-Work programs, can encourage businesses to hire this population. Employers need to be educated about current opportunities in this area, and there are an increasing number of resources that can help. [4]  

  1. Harry Holzer, Steven Raphael, and Michael A. Stoll, Employment Barriers Facing Ex-Offenders (Washington, DC: The Urban Institute, 2003). back
  2. Ibid. back
  3. Welfare to Work Partnership, "Member Survey: Taking the Next Step," The Welfare to Work Partnership 2000 Series, no. 1 (2000). back
  4. For more information, see the National H.I.R.E. Network at www.hirenetwork.org. back
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