IN PARTNERSHIP WITH F5 PROJECT, LONGMIRE STAFFING SERVICES OFFERS SECOND CHANCE - FAIR CHANCE - EMPLOYMENT SERVICES
EIGHTY EIGHT PERCENT (88%) of incarcerated males and ONE HUNDRED PERCENT (100%) of females incarcerated in North Dakota have a history of substance abuse.
TWENTY EIGHT THOUSAND (28,000) people in North Dakota have some degree of a criminal record.
SIXTY SEVEN PERCENT (67%) of released state prisoners, were arrested for a new crime, within three years, and SEVENTY SIX PERCENT (76.7%) were arrested within five years. Nationally, EIGHTY NINE PERCENT (89%) of the people arrested after leaving prison, did not have a job at the time of the re-arrest.
Nationally, over SIX HUNDRED THOUSAND (600,000) people make the difficult transition from prisons to the community each year and although there are many challenges involved in the transition, the roadblocks to securing a job have particularly severe consequences. Employment helps formerly incarcerated people gain economic stability after release and reduces the likelihood that they return to prison, promoting greater public safety to the benefit of everyone. But despite the overwhelming benefits of employment, people who have been to prison are largely shut out of the labor market.
DISPELLING COMMON MYTHS
This bias or stigma associated with candidates with records was found clearly in the UCLA study and the report found the following key issue areas for talent with records during the job search:
- In hiring decisions, employers view criminal records more negatively than other evidence of the same illegal conduct.
- Employers expect applicants with criminal records to engage in many undesirable behaviors on the job, even ones unrelated to the conduct indicated by the record.
- Employers penalize applicants with criminal records most in hiring decisions for higher status job positions.
- Employer aversion to hiring applicants with criminal records is not greater for customer service positions, where negligent hiring should be the biggest concern.
Dispelling the reoffense myth and striking out stigma towards talent with records is a core element of preparing to become a fair chance employer.
A study from Northwestern University reports that people with criminal records are no more likely to be fired for misconduct than people without records. They’re also less likely to quit, which saves employers a considerable amount by way of turnover costs. Fair chance hiring means increasing fairness, not lowering your hiring standards.
THE NUMBER ONE INFLUENCE PREVENTING RECIDIVISM IS EMPLOYMENT
It costs roughly $100 per day to keep someone incarcerated. Consider that the U.S. accounts for 25% of the world’s incarcerated people, and it’s easy to see why the country spends over $80 billion a year on jails and prisons. Recidivism contributes massively to that number. EIGHTY THREE PERCENT (83%) percent of state prisoners are rearrested within nine years of their release.
Imagine how much money could be siphoned away from prisons and jails and into education and other basic needs by simply increasing the number of jobs given to people with criminal records. It would have an astonishing impact on our economy and communities. Getting started with fair chance hiring in your business isn’t just a strategic move to widen your funnel of top talent, it’s also an opportunity to change lives, end cycles of recidivism, and create positive social change all while improving your bottom line.
IMPROVE ROI BY LOWERING THE BARRIER
NOT THE BAR
While the societal benefit is apparent, fair chance hiring also delivers a significant impact on your financial bottom line and organizational culture. Fair chance hiring offers a significant return on investment, from both a performance and retention standpoint. Research shows that when you hire people with criminal records, your retention rates are likely to be higher and turnover to be much lower.
As well, through the Work Opportunity Tax Credit, your organization may qualify for a tax credit of $9,600 per employee hired. This credit can have a substantial and direct return on your investment – and bottom line.
YOU WANT TO HELP THE FORMERLY INCARCERATED
WE WANT TO HELP YOU TO REDUCE YOUR PERCEIVED RISK
what we provideHiring second chance employees through us, allows your organization a “trial period” for second chance employees. We carry the risk burden, while you give the employee a chance to show, there truly is not a greater risk associated with their employment, than that of your other employees.
Our employee’s will receive weekly & ongoing support services, including job skills training to ensure they are the best they can be for you.
Paperwork can be daunting. We will work with you to ensure you are able to maximize your WOTC credits, resulting in a direct ROI.
EMPLOYER PERSONNEL SUPPORT
We are committed to breaking the chains of recidivism together. We will therefore, support all personnel matters that may arise.
A PORTION OF ALL PROCEEDS WILL BE REINVESTED INTO THE MISSION OF F5 PROJECT
A portion of all proceeds from the Fair Chance Employment Staffing Services will be reinvested with F5 Project and will have a direct impact on those who F5 Project serves. The mission of the F5 Project is to create safer communities for everyone throughout North Dakota. F5 Project does this by providing the formerly-incarcerated, secure & stable housing after being released from prison or jails and through peer support services focused on ending recidivism through the creation and development of actionable plans, for each individual, so they serve can ultimately change their lives.
- Together we can make a difference.
- Together we can break the chains of recidivism in North Dakota
- Together we can change the lives of others for generations to come.