Employer Perceptions of Hiring Juveniles With Criminal Records

• DOI: 10.1177/0093854820919914
• Author: Heather Griller Clark,Molly Ott,Terrence S. Mctier,Sarup R. Mathur
• Date: 01 September 2020
• Published date: 01 September 2020
• Subject Matter: Articles

CRIMINAL JUSTICE AND BEHAVIOR, 2020, Vol. 47, No. 9, September 2020, 1156 –1175.

DOI: https://doi.org/10.1177/0093854820919914

Article reuse guidelines: sagepub.com/journals-permissions

© 2020 International Association for Correctional and Forensic Psychology

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EMPLOYER PERCEPTIONS OF HIRING

JUVENILES WITH CRIMINAL RECORDS

HEATHER GRILLER CLARK

SARUP R. MATHUR

MOLLY OTT

Arizona State University

TERRENCE S. MCTIER JR.

Ohio University

A key determinant of reentry success for justice-involved youth is productive engagement in school or work. Lack of

employment for this population is often tied to inadequate vocational training, work experience, job opportunities, or the

stigma attached to incarceration. Although very few studies have been conducted on employers’ perceptions of juveniles

with criminal records, research suggests that views related to hiring may vary according to crime type. The purpose of this

study was to explore how likely employers would be to grant an interview to a juvenile with a criminal background, and

what experience, training, or skills employers seek when hiring juveniles with criminal backgrounds. The results indicate

that, all else being equal, a juvenile record might penalize an applicant’s opportunities, and also, offense type matters. The

implications of this study are discussed in relation to employment preparation and reentry services and supports for jus-

tice-involved youth.

Keywords: employment; justice-involved youth; juvenile justice; perceptions; reentry; reintegration; youth

It is estimated that one-third of Americans, or between 70 and 100 million individuals,

have a criminal record (Vallas & Dietrich, 2014). The implications of mass incarcera-

tion for communities, social systems, the economy, and employers are broad. After serv-

ing their sentences, individuals with criminal records struggle to find gainful employment.

A recent study found that only 55% of formerly incarcerated adults reported any earnings

1 year postrelease, while the median annual income of those who were employed was

only US$10,090 (Looney & Turner, 2018). The collective amount of employment losses

for this population is estimated to be about US$65 billion annually (Schmitt & Warner,

2011; Vallas & Dietrich, 2014).

AUTHORS’ NOTE: This research was supported in part by a grant from the U.S. Department of Justice,

Office of Justice Programs, Bureau of Justice Assistance (2015-RV-BX-0001). Opinions expressed herein do not

necessarily reflect the policy of the Department of Justice, and no official endorsement by the Department

should be inferred. Correspondence concerning this article should be addressed to Heather Griller Clark,

Principal Research Specialist, Mary Lou Fulton Teachers College, Arizona State University, P.O. Box 871811,

Tempe, AZ 85281, USA. e-mail: hgriller@asu.edu.

919914CJBXXX10.1177/0093854820919914Criminal Justice and BehaviorClark et al. / Employer Perceptions

research-article2020

Griller Clark et al. / EMPLOYER PERCEPTIONS 1157

A number of studies have examined how to improve the reentry and employment of pre-

viously incarcerated adults, identifying a host of significant factors including prerelease

planning, occupational and social skills, postrelease employment services and supports,

race, type of offense, and employers’ attitudes (Cerda et al., 2015; Decker et al., 2015;

Looney & Turner, 2018; Pager, 2003; Pager & Quillian, 2005). Considerably less attention

has been given to improving the labor market opportunities for those involved with the

criminal justice system who are under the age of 18 years, despite the fact that this popula-

tion is also at a distinct disadvantage when it comes to seeking employment. Compared to

their peers who have never been incarcerated, justice-involved youth have fewer vocational

skills and little to no job experience (Council of State Governments Justice Center, 2015).

Furthermore, when they are employed, they earn less than their peers and continue to expe-

rience income penalties for years after release (Looney & Turner, 2018; Pager, 2003). In

addition, justice-involved youth who are not meaningfully engaged in education or work

recidivate, or return to incarceration, earlier than those who are engaged (Ashford &

Gallagher, 2019; Griller Clark et al., 2011; Mathur & Griller Clark, 2014).

Although recidivism rates are no longer viewed as an only, or best, means of assessing

reentry success for youth released from juvenile justice facilities (Harris et al., 2009) they

remain a commonly cited indicator. The average recidivism rate for youth at 12 months

postrelease is between 55% and 65% (Baglivio et al., 2016; Weber et al., 2018). Several

studies have found that at least a third of the youth who recidivate do so because they are

not engaged in meaningful employment or educational opportunities (Bullis et al., 2002;

Griller Clark et al., 2011; Mathur & Griller Clark, 2014). Policymakers, providers, and

researchers frequently reference the link between unemployment and recidivism. Hence,

the importance of providing vocational training, individualized prerelease planning, con-

necting activities, and postrelease employment services, cannot be minimized (Mathur &

Griller Clark, 2013; Second Chance Act, 2007). However, what employers themselves think

about these services, and whether participation in them improves labor market opportuni-

ties for these youth, is unknown. The purpose of this study is to explore how employers

evaluate young adults with a juvenile criminal record, to understand any differences age of

criminal activity plays in employers’ perceptions, as well as the types of support and/or

resources that will improve young adults’ chances of employment and reentry success.

EMPLOYMENT INITIATIVES FOR JUSTICE-INVOLVED INDIVIDUALS

Recognizing the need to create more opportunities for states and local communities to

meet the employment needs of individuals returning from incarceration, Congress passed

the Second Chance Act of 2007 (American Institutes for Research, 2020). The creation of

the Reentry and Employment Opportunities (REO) programs, authorized by the Workforce

Innovation and Opportunity Act (WIOA) of 2014, provided further support and recognition

that communities and employment-centered programs needed to be strengthened to help

justice-involved youth and young adults find work and reduce their chances of reoffending

and returning to incarceration.

Additional support and guidance is offered to government agencies, employers, and non-

profit organizations who provide reentry services by the National Reentry and Resource

Center (NRRC). The NRRC provides resources for navigating, planning, and delivering

employment-related services to individuals returning to communities after incarceration.