From December 2000 through April 2001, a sample of 62 managers or business owners in the suburban areas surrounding Baltimore, MD, completed a hand-delivered survey with questions about how the respondents felt about hiring an ex-inmate described in a hypothetical scenario. Only individual businesses were approached; no franchises were included. Respondents were asked whether their responses would change if the ex-inmate were a woman or if the length of incarceration were different (longer or shorter) and if subsidized wages would change their decision. Employers were also asked to rate their degree of concern (major, minor, or none) about such problems as the ex-inmate's not having people skills, coworkers' discomfort in working with an ex-inmate, and concern about the ex-inmate's adjustment to life outside of prison. In addition, respondents were asked an open-ended question about what offenses would and would not affect their decision to hire the ex-inmate. Only those who made hiring decisions for their business were asked to complete the questionnaire. The survey found that employers' greatest apprehensions concerned the ex-inmate's people skills and their customers' discomfort if they knew that an ex-inmate worked for the business. Also, the responses indicate that employers' willingness to take advantage of a program with subsidized wages and their fear of being victimized were related to their degree of actual social contact with ex-offenders. These findings suggest the ex-offenders would benefit from programs that enhance their people skills and that employers with greater familiarity with ex-offenders can more easily dismiss negative stereotypes about ex-offenders. 9 tables and 30 references