Perceived Criminality, Criminal Background Checks, and the Racial Hiring Practices of Employers

Abstract

In this paper, we analyze the effect of employer-initiated criminal background checks on the likelihood that employers hire African Americans. We find that employers who check criminal backgrounds are more likely to hire African American workers, especially men. This effect is stronger among those employers who report an aversion to hiring those with criminal records than among those who do not. We also find similar effects of employer aversion to ex-offenders and their tendency to check backgrounds on their willingness to hire other stigmatized workers, such as those with gaps in their employment history. These results suggest that, in the absence of criminal background checks, some employers discriminate statistically against black men and/or those with weak employment records. Such discrimination appears to contribute substantially to observed employment and earnings gaps between white and black young men.

An exception to the rule: Belief in redeemability, desistance signals, and the employer’s decision to hire a job applicant with a criminal record

“…Consequently, in the absence of criminal history information, judgements about criminality are made on the basis of racial stereotypes (Solinas-Saunders, Stacer & Guy, 2015). Conversely, Holzer, Raphael and Stoll (2006) found the use of criminal background checks mediated the influence of racial stereotypes for black male job applicants without a criminal history, thus improving their employment outcomes. This propensity for stereotypes to strongly influence decisions about others has been clearly demonstrated among psychological studies (Bodenhousen, 1988;Trope & Thompson, 1997).…”

The impact criminal history has on the employability of African American and Latino populations with disabilities receiving state vocational rehabilitation services: Implications for adding a criminal history variable to the RSA-911 data

“…The rates of incarceration of African American and Latino men are greater than their Caucasian counterparts (Feldmeyer & Ulmer, 2010;Holzer, Raphael, & Stoll, 2006;Johnson, 2014;Primm et al, 2006;Solomon, 2012;Western & Pettit, 2005;Western & Wildeman, 2009). In fact, Blacks (which includes African Americans) and Hispanics are approximately 40% more likely to be sentenced to jail or prison (Johnson, 2014).…”

“…On the one hand, it is well documented that employers are often reluctant to hire someone with a criminal history (Ethridge, Boston, Dunlap, & Staten, 2014; Henry & Jacobs, 2007;Holzer et al, 2006;McGovern et al, 2009;Rodriguez & Emsellem, 2011;Schmitt &Warner, 2010;Solomon, 2012;Wakefield & Uggen, 2010). On the other hand, specific restrictions on hiring ex-offender with certain types of offenses further hamper employment efforts.…”

After Crime and Punishment

“…Apart from their limited human capital and social networks, a felony conviction imposes additional barriers to employment for the exoffender, such as employer reluctance to hire convicted felons and occupational licensing restrictions (Uggen 1999;Holzer et al 2001;Pager 2001). The probationers and parolees interviewed were currently facing these problems while the prisoners interviewed were well aware of the work-related obstacles awaiting them upon release.…”