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NCJRS Abstract

The document referenced below is part of the NCJRS Library collection. To conduct further searches of the collection, visit the NCJRS Abstracts Database. See the Obtain Documents page for direction on how to access resources online, via mail, through interlibrary loans, or in a local library.

 
  NCJ Number: NCJ 228584   Add to Shopping cart   Find in a Library
  Title: Investigating Prisoner Reentry: The Impact of Conviction Status on the Employment Prospects of Young Men
  Document URL: PDF 
  Author(s): Devah Pager ; Bruce Western
  Date Published: 2009
  Page Count: 136
  Annotation: In order to identify the barriers facing ex-offenders who seek employment shortly after their release from prison, this study conducted a randomized field experiment in which matched teams of testers applied for hundreds of entry-level jobs in New York City, in order to determine how employers responded to applicants who were equally qualified but varied by race, ethnicity, and criminal record.
  Abstract: The study found a strong reluctance among employers to hire applicants with criminal records, especially Black ex-offenders; however, employment prospects improved significantly for applicants who had an opportunity to interact with the hiring manager, particularly when these interactions elicited sympathetic responses from the manager. Although individual characteristics of employers were significant for outcomes, researchers concluded that the personal interaction between the applicant and prospective employer was in itself a key factor in a successful hiring. Employer concerns about hiring ex-offenders included the risk of theft, violence, and drug use, as well as concerns about worker reliability and performance. An employer’s personal interaction with ex-offender applicants can help to relieve some of these concerns that stem from a stereotypical view of ex-offenders. Blacks were significantly less likely to be invited to a personal interview by employers. These findings point to the importance of rapport-building and personal interaction between prospective employers and ex-offender applicants. Also, preparatory work with employers should focus on defusing the stereotypical stigmatization of ex-offenders, providing information to employers on the rehabilitation successes and vocational training of particular ex-offenders that matches employer needs, and the enlisting of labor market intermediaries who can vouch for the qualifications of individual ex-offender job applicants. The audit study of team experiences was complemented with a telephone survey of the employers visited and in-depth qualitative interviews with an additional subset of employers. 8 figures, 2 tables, and appended supplementary data, information, and references
  Main Term(s): Corrections policies
  Index Term(s): Black/African Americans ; Ex-offender employment ; Minority employment ; Caucasian/White Americans ; Employment services ; Ex-offenders ; Comparative analysis ; Employer attitudes ; Post-release programs ; Barriers to ex-offender employment ; Employment discrimination ; NIJ final report ; New York ; Reentry
  Sponsoring Agency: National Institute of Justice (NIJ)
US Department of Justice
Office of Justice Programs
United States of America
  Grant Number: 2005-IJ-CX-0019
  Sale Source: National Institute of Justice/NCJRS
Box 6000
Rockville, MD 20849
United States of America

NCJRS Photocopy Services
Box 6000
Rockville, MD 20849-6000
United States of America
  Type: Report (Study/Research)
  Country: United States of America
  Language: English
   
  To cite this abstract, use the following link:
https://www.ncjrs.gov/App/Publications/abstract.aspx?ID=250603

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