Both regions track very similarly, indicating that HR professionals in both regions face the same obstacles. The main notable difference is in making the HR process more efficient, which appears more of a priority to EMEA organizations. Or perhaps an explanation for this difference is that U. It is interesting how close both regions are in their responses. Perhaps because our EMEA survey had a great many respondents in the financial sector, that region is more diligent in screening contingent, contract or temporary workers, and far more interested in screening vendor representatives.
Organizations surveyed in all three regions indicate a high degree of vigilance when working with temporary agencies to hire contingent, contract or temporary workers. If using a temporary service to hire volunteers or vendor representatives, the same degree of prudence may be in order. With more complex candidate backgrounds, both U. American companies are placing greater emphasis on improving the candidate experience.
A stronger economy, advances in technology, and a new workforce with a different perspective on employment are providing multiple new challenges for hiring professionals in both the U. While there are close similarities in recruiting and background check practices in both regions, organizations in EMEA indicate greater familiarity with and practice in running background checks on employees who have worked, lived or been educated in other countries although U. While the emphasis on criminal record checks, previous employment, and identity checks is consistent between both regions, organizations participating in the EMEA survey conduct more professional license, education and credit checks.
George Bernard Shaw is credited with saying that Britain and America are two nations divided by a common language. But as businesses continue to add offices in multiple countries, the practice of tapping the vast talent pool within other nations accelerates, background verification practices will become more consistent throughout the world.
While one may hypothesize regarding the differences in findings among respondents from the U. The most comprehensive global survey of its kind — providing 10 years of insight on industry best practices. Get Your Copy Now! We asked HR professionals from across the globe for their thoughts on the year ahead for background screening and the wider screening landscape — this report looks at the responses from those in the EMEA region. Download Now.
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Lewis Lustman is a content marketer who enjoys developing materials that engage, inform, challenge, and hopefully entertain my audience. Lewis is a former journalist for Los Angeles Magazine and the Los Angeles Times, and has worked for a number of leading advertising, marketing, technology, and PR firms over the years. Interested in a topic that he hasn't yet tackled? Drop him a line in the comments section! More Posts. From that group of 50, one was eliminated due to limited job availability, and another was eliminated because the ERC was unable to create a resume, as the job postings lacked job descriptions.
Two others were eliminated because they were owned by or affiliated with a company that already appeared on the list. The ERC went to the next four companies on the FPDS list to replace these firms, one of which was subsequently eliminated due to challenges in submitting resumes before jobs were no longer available. This took the number of firms tested down to The ERC then sent resumes to the selected companies to conduct matched-pair testing, a method by which two applicant profiles are created that are similar in every respect except one.
The only distinction between the two applicants was that the test application indicated that the applicant had some criminal history, while the control application did not. After the ERC submitted resumes, it monitored voicemail and email accounts created as part of the study for 45 days. Tests were terminated after the day monitoring period. Of the 49 companies tested, six required applicants to disclose their criminal history on their job application—this finding is discussed in more detail below. As such, the ERC directly disclosed on the application whether the applicant had a criminal record.
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Employers that received resumes were not notified either before or after the testing that the resume testing was taking place. Among the 50 contractors studied:. In their nondiscrimination and background check policies, 10 contractors just indicated that the background check would include a check for a criminal record. Nine contractors noted that an employment offer would be conditioned on a criminal background check, indicating that the check would likely take place later in the hiring process, which is consistent with fair chance hiring practices. Six contractors, however, required applicants to disclose their criminal history during the application process, inconsistent with fair chance hiring policies.
In each instance, the application only asked the applicant if they had a criminal record. None of the six companies specified what interactions with the criminal justice system required disclosure. For example, none made a distinction between arrests and convictions. In one instance, a contractor indicated that a background check would be run at the conditional offer stage, yet the company also stated that failure to disclose a felony conviction later uncovered by a criminal background check would be considered in the final employment decision.
Applicants could not move on to the next phase of the application without answering the question. In the course of testing, none of the 49 companies studied allowed applicants the opportunity to supply either supplementary information or other documentation to explain their criminal history. Nor did any of the companies have a publicly available policy permitting applicants to review their background checks or supply evidence of rehabilitation. Moreover, it is unlikely that any company would publicly disclose that it had a blanket policy to ban individuals with criminal records.
Another consistency across each of the companies tested was that the application process was difficult to navigate in regard to criminal records. Companies often did not fully explain their criminal record related policies upfront, requiring applicants to go through the entire application process to find out whether or how their criminal record might be treated. Employers were also unclear about what a criminal records check would entail, failing to list whether the inquiry would cover both convictions and arrests or misdemeanors in addition to felonies.
Employers were similarly vague about or did not address when in the application process a criminal records inquiry would take place. This lack of clarity on how criminal records are handled puts an undue burden on applicants, who may go through the entire application process only to find out at the end that their arrest or conviction record disqualifies them from employment consideration. As noted above, the EEOC established the guidance to prevent civil rights violations in the employment process.
Furthermore, the OFCCP has been clear that the purpose of its directive is to help contractors and subcontractors comply with nondiscrimination provisions, including the EEOC guidance. Perhaps most importantly, our analysis suggests that employers need to take greater care to implement fair chance policies effectively.
To that end, employers should adopt the best practices that the EEOC has identified. States can play a role as well. For example, the Council of State Governments facilitates peer networks and information exchanges on re-entry. As documented above, contractors are either uncertain how to implement the EEOC guidance fully or disregarding it, both of which can open them up to Title VII liability, as well as create a confusing or potentially discriminatory process for job applicants.
Our research strongly indicates that there is still more work to be done to implement ban the box policies in the federal agencies, states, and localities that have adopted them, as well as among contractors for whom guidance has been issued. Moreover, it suggests that other critical fair chance hiring policies are not receiving the same level of consideration among employers.
While ban the box can help individuals with criminal records access the labor market, it is not the only tool available.
U.S. vs. EMEA: In Sync or Oceans Apart in Background Check Practices and Perspectives?
Two recent studies help illustrate why ban the box should be just one element of a multi-pronged strategy to remove barriers to employment that people with criminal records face. In , ban the box came under scrutiny following two studies that found that racial disparities in callbacks grew after employers banned the box.
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These studies posit that the answer to such discrimination is to eliminate ban the box policies, rather than addressing the underlying discrimination that Title VII-protected groups face. A more careful reading of these studies shows that they reveal the extent to which people of color experience labor market discrimination based on their race or ethnicity.
Furthermore, the EEOC guidance was clear that such behavior is a violation of Title VII, suggesting that greater civil rights enforcement is likely the correct response—not abandoning ban the box policies wholesale. For ban the box to be most effective, however, employers must have a better understanding of how to implement the policy successfully. Moreover, states, localities, and the federal government should seek to adopt a multi-pronged approach to fair chance hiring, implementing policies that address the numerous barriers to employment that people with criminal records face. Next steps to further implement fair chance policies may include the following for states, localities, and the federal government and for employers:.
Finally, further research is needed to evaluate the effects of ban the box and other fair chance policies to ensure that they are implemented in a manner that creates greater employment opportunities for all individuals with a criminal record. Department of Health and Human Services study that found that short-term transitional jobs can decrease recidivism by 22 percent.
States, localities, and the federal government should take these affirmative steps to ensure that people with criminal records have access to the labor market, and they should also continue to evaluate what other policy changes are needed to remove obstacles to labor market entry and success. Far too often, a criminal record is a permanent obstacle to economic security. This is especially true for communities of color, who have disproportionately felt the effects of mass incarceration and overcriminalization.
Thoughtful, well-executed reforms can ease access to the labor market for people with criminal records. These fair chance hiring policies, including ban the box, can ensure that employers evaluate candidates not on their criminal history but instead on their ability to do their jobs successfully. Cummings D-MD. The author wishes to thank Ed Chung for his guidance, Maurice Emsellem for his thoughtful feedback, and the Equal Rights Center for their invaluable research on this project.
By Angela Hanks Posted on July 27, , am. Introduction and summary Each year, more than , people 1 are released from federal and state prisons in need of jobs that provide economic security.
Table of Contents
Collateral consequences of mass incarceration An estimated 1 in 3 adults in the United States has a criminal record. Fair chance polices: Ban the box Policymakers and advocates have supported several policy changes as well as best practices for employers that will allow people with criminal records to receive fair consideration for employment. Federal, state, and local ban the box policies To date, more than cities and counties as well as 29 states have implemented ban the box laws and policies.
Equal Employment Opportunity Commission v. BMW Manufacturing Co. EEOC employer best practices The following are examples of best practices for employers who are considering criminal record information when making employment decisions. General Eliminate policies or practices that exclude people from employment based on any criminal record. Train managers, hiring officials, and decision-makers about Title VII and its prohibition on employment discrimination. Developing a policy Develop a narrowly tailored written policy and procedure for screening applicants and employees for criminal conduct.
Identify essential job requirements and the actual circumstances under which the jobs are performed. Determine the specific offenses that may demonstrate unfitness for performing such jobs. Identify the criminal offenses based on all available evidence. Determine the duration of exclusions for criminal conduct based on all available evidence. Include an individualized assessment. Record the justification for the policy and procedures.