Not in My Workplace? Why Fair Chance Hiring Matters More Than Ever

Post #281

650 words; 3 minutes to read

By Hanisha Brar, Mount Royal University graduate.

Summary:  A report by the John Howard Society of Ontario discusses the importance of helping people with criminal records find meaningful work, and the many barriers that currently exist to doing so.  Employers’ support in principle for employment with a record is not borne out in their practices.  

In 2023, the John Howard Society of Ontario released a report titled Not in My Workplace: Addressing Workplace Exclusion of Individuals with Criminal Records. The report was developed in response to long-standing concerns about employment barriers faced by people with criminal records, particularly in a labour market experiencing ongoing shortages. Drawing on employer surveys from across Ontario and Canada, the report examines how hiring practices, workplace policies, and persistent stigma continue to exclude qualified people from meaningful employment . At its core, the report asks a simple but urgent question: what happens when entire groups of people are systematically shut out of work, even after they have served their sentences?

The findings are striking. In Canada, approximately 3.8 million people have a criminal record, and research consistently shows that they are significantly less likely to secure employment.  Getting a job is one of the strongest protective factors against recidivism, homelessness, and social isolation, yet it remains one of the hardest things for people with criminal records. This contradiction sits at the heart of the issue. Work is expected for successful reintegration, but the systems designed to support reintegration often make work unattainable.

Criminal record checks

The report highlights how criminal record checks are routinely used as a screening tool, even in cases where the crime is unrelated to the job. Many employers describe themselves as supportive of reintegration in principle, yet still rely heavily on record checks that automatically exclude candidates. This gap between belief and practice reflects a broader structural issue within the justice and employment systems. Transitional justice and employment-centred social equity remind us that reintegration cannot be symbolic. It must be practical, consistent, and rooted in fairness. Without access to stable work, people remain trapped in cycles of poverty and exclusion that undermine both individual dignity and public safety.

These barriers do not affect everyone equally. The report emphasizes that Black and Indigenous communities are disproportionately affected, reflecting long-standing systemic inequalities within the criminal justice system. When over-policing and over-incarceration intersect with employment discrimination, the result is compounded harm. From a justice and equity perspective, this raises serious concerns about whose lives are given opportunities for repair and whose are continually restricted by past involvement with the system.

Risks are over estimated

Importantly, the report also challenges common misconceptions about risk. Evidence shows that criminal records have little predictive value when it comes to future workplace behaviour. Employers who have hired individuals with criminal records frequently report equal or higher performance, strong loyalty, and long-term retention. These findings echo what the John Howard Society has consistently argued: exclusionary hiring practices are not only unjust, they are ineffective. They deprive workplaces of skilled and motivated workers while reinforcing stigma that benefits no one.

The report builds on earlier work around employment and justice reform. A post on this blog last June, in based on work by Cardus Canada, focused on how access to work can transform lives and strengthen communities. Similarly, The John Howard Society of Ontario published  a report exploring how language, policy, and perception shape public attitudes toward people with records. Together, these documents underline the message that reintegration works best when we see people as more than their worst moments.

Fair chance hiring is not about lowering standards or ignoring accountability. It is about assessing people individually, considering qualifications and relevance, and recognizing that people grow beyond their past. The John Howard Society of Ontario’s report calls for clearer guidance, stronger legal protections, and broader education to help employers move from abstract support for reintegration to concrete action.

As conversations around justice, equity, and labour shortages continue, Not in My Workplace reminds us that meaningful change happens when systems align with values. If employment is essential to reintegration, then fairness in hiring must be essential too. Creating pathways to work is not just an economic issue. It is a justice issue, a community issue, and ultimately, a shared responsibility.

About this blog: The John Howard Canada blog is intended to support greater public understanding of criminal justice issues.  Blog content does not necessarily represent the views of the John Howard Society of Canada.  All blog material may be reproduced freely for any non-profit purpose as long as the source is acknowledged.  We welcome comments (moderated). Contact: blogeditor@johnhoward.ca.