Second Chance Business Coalition

NEW: CCJ’s Veterans Justice Commission released its third set of recommendations today, calling on Congress to reverse a ban on VA healthcare for incarcerated veterans and urging the business community to prioritize the hiring of veterans who have been involved in the justice system. https://lnkd.in/gvXJr6u4 ➡️ The 15-member commission, led by former U.S. Defense Secretaries Chuck Hagel and Leon Panetta, said a federal rule change formalized in 1999 barred VA-provided care for veterans behind bars, reversing 70 years of practice. That left veteran care in the hands of non-VA providers, who typically lack specialized training to treat PTSD and other service-related conditions. The commission calls this a problem–for veterans and public safety—because such “invisible wounds of war” can drive criminal behavior if left unaddressed. ️➡️ To support successful reentry, the commission said government agencies and small and large companies should include veterans with criminal records in their “second chance hiring” efforts, honoring veterans’ sacrifices and helping them thrive in the country they have served. The commission created a model hiring policy outlining best practices for employing justice-involved veterans, receiving support from the Second Chance Business Coalition. ➡️ “Too many veterans leaving our criminal justice system struggle to find work and resume their lives as contributing members of their families and communities,” Commission Chair Hagel said. “This is unacceptable. America’s business and government leaders must do more to honor veterans’ service to this country by reducing barriers that bar them from the jobs they need to succeed.” ➡️ The commission also urged the federal government and states to enact “second look” legislation enabling veterans to receive mitigation considerations for military service in resentencing, parole, and clemency processes. Other recommendations include eliminating administrative barriers that restrict housing opportunities for formerly incarcerated veterans and asking Congress to fund and direct the Department of Justice, through the National Center for Veterans Justice proposed by the commission, to coordinate research on veterans housing units in jails and prisons and develop best practices for their use. Explore the report and the commission's earlier work: https://lnkd.in/g2zEkxzJ Jim D. Seward, Olivia McLarnan, Lindsey Kirchhoff, Carla Bugg, Pelicia E Hall, Mark Inch, Alford McMichael, Vincent Patton, EdD, Jo Sornborger, Giancarlo Cambrelén Santiago, Saydyie DeRosia, BERLYNN FLEURY, Michael Nail Kathy Sanchez

Best Practices for Veteran Employment: The Council on Criminal Justice’s Veterans Justice Commission (VJC) released its third set of recommendations, urging business leaders to prioritize hiring veterans with criminal records and calling for a coordinated effort among business, government and nonprofits to support their reentry.   To help companies get started, the Commission also developed a model hiring policy, outlining best practices for recruiting and employing veterans with criminal records. The tool provides guidance on fostering an inclusive workplace and addressing veterans' distinct employment challenges: https://lnkd.in/dH5yNZ8H   The VJC is committed to strengthening resources for veterans during incarceration, reentry and community supervision. Check out their latest findings and recommendations: https://lnkd.in/gvXJr6u4

Start Small: Many employers are revisiting internal policies to make jobs more accessible to candidates with criminal records, discovering that updating HR practices doesn’t require a complete overhaul of corporate policies. For example, job postings that remove conviction disclosures and highlight a company’s commitment to second chance employment can attract a previously untapped talent pool. SCBC founding member Eaton Corporation is leading by example. The company publicly shares its commitment to second chance employment on its careers page, stating, “We believe that it is incumbent upon us … to remove barriers to employment and advancement by allowing individuals with prior criminal records to fairly compete for job opportunities. We do not automatically deny employment based on a candidate’s prior conviction.” The company also uses ban-the-box policies and encourages all staffing and vendor agencies to mirror their policies. For additional starting points and growth trajectories to advance second chance goals, check out the SCBC Onramps Guide, detailing 100 action steps to drive employment opportunity for people with criminal records: https://lnkd.in/ebT6yByN

Breaking Financial Barriers: Maryland Gov. Wes Moore has announced the cancellation of more than $13 million in debt for 6,715 parole, mandatory and administrative release cases, including outstanding release supervision and drug testing fees. By eliminating financial barriers for those reentering society, this action advances second chances, supports individuals’ efforts to secure employment and reduces recidivism. “Marylanders who serve their time deserve a second chance...,” said Governor Moore. “This action will create paths to work, wages, and wealth for Marylanders; grow our economy; and build a state that is more equitable and just.” As Attorney General Anthony G. Brown noted, even the most motivated individuals returning from prison face barriers to securing jobs, often due to financial hardships like supervision fees, which disproportionately impact low-income communities and people of color. This debt cancellation directly addresses these challenges, promoting more successful reintegration and helping Marylanders get their lives back on track. Read more: https://lnkd.in/eyySY6U3

The SCBC is proud to welcome KeHE Distributors to the Second Chance Business Coalition. KeHE’s commitment to fair chance hiring aligns with its broader hidden talent strategy, focused on identifying and recruiting candidates from diverse backgrounds. Learn more: https://lnkd.in/gJNBGqF5

💥 Breaking Barriers, Transforming Lives! 💥 We have officially announced our membership with Second Chance Business Coalition. See how we're reshaping the future of employment 💪✨ Read more: https://lnkd.in/gJNBGqF5 #SecondChance #FairChanceHiring #HiddenTalent #KeHE #SocialImpact #CareerTransformation #SCBC #OpportunityForAll #BreakingBarriers #InclusionMatters #Resilience #Growth

Setting Talent Up for Success: SCBC member JPMorganChase recently held mock interviews for justice-impacted women in Phoenix, Arizona. The event was part of the company’s broader commitment to second chance employment in the state, which includes funding for job training, financial support and other wraparound services to empower justice-impacted individuals to rejoin the workforce. Jessica Bruner, a program manager for the Phoenix-based nonprofit Arouet, which partners with JPMorgan Chase to advocate for second chance employment, highlighted the importance of this work: “What is the point of the justice system if we’re not ever going to allow that person to move forward? Don’t ask me what I did to go to prison. Ask me what I did while I was there.” Learn more: https://lnkd.in/eWw3vJnx

Strengthening Local Talent Pipelines: SCBC member JPMorganChase partnered with Philadelphia Works, Inc., Envoy, National Reentry Workforce Collaborative (NRWC), The Chamber of Commerce for Greater Philadelphia and eight Philadelphia-based employers to form the Philadelphia Fair Chance Series and Employer Engagement Program. The initiative is dedicated to developing employer-facing guidance and resources, fostering peer learning and bridging the gap between businesses and community-based organizations. The goal is to create mutually beneficial partnerships that drive access to economic opportunity. Supported and primarily funded by JPMorgan Chase, the program empowers employers to modernize HR practices, diversify talent pipelines and build local ecosystems that promote second chance hiring. Learn more: https://lnkd.in/eSkBRPFg

LA Commits to Second Chances: The Los Angeles County Fair Chance Ordinance is now in effect, strengthening protections for individuals with a criminal record and promoting second chance hiring practices. Building upon California’s Fair Chance Act, the ordinance ensures job postings, offer letters and hiring protocols are transparent and do not exclude qualified applicants based on their criminal history. Under the new measures, employers must wait until after a conditional job offer is made to inquire about a candidate’s criminal history. Moreover, before taking any adverse action based on that information, they are required to conduct an individualized assessment, considering factors such as rehabilitation efforts and how relevant the record is to the job. These steps create a more equitable hiring process while balancing fairness for applicants with protections for employers. For companies committed to second chance hiring, this ordinance offers a clear framework for fostering more inclusive practices. Learn more: https://lnkd.in/ePYsjuKq

Insights From SCBC Legal Considerations Guide: Carefully crafted job applications at the start of the employment life cycle can help candidates with a criminal record showcase their skills while enabling companies to manage legal challenges from the outset.   When creating and revising job descriptions, companies should prioritize two simple steps:   1. Identify and revise job descriptions by incorporating essential job requirements using a skills-first approach.   2. Share the company’s commitment to second chance employment by including a statement in job postings.   By taking these steps, employers can ensure their hiring process is more accessible to applicants and legally sound, laying the groundwork for a stronger workforce.   Learn more in our Legal Considerations Guide: https://lnkd.in/ebvBQM4K