Fair Chance Hiring
Definition
Employment practices that give people with criminal records fair opportunity for jobs by delaying background checks until after initial screening, considering only relevant convictions, assessing individual circumstances, and avoiding blanket exclusions. Fair chance hiring (also called ‘ban the box’) recognizes that criminal records don’t define people’s potential and that employment is the best recidivism prevention. Employers practicing fair chance hiring access overlooked talent while supporting community safety.
Louisville Context
Louisville Metro Government removed conviction history questions from initial job applications (banned the box) but still conducts background checks before hiring. Many Louisville employers continue blanket policies excluding anyone with criminal records, eliminating approximately one-third of potential workers. Some industries (healthcare, education, finance) have legitimate restrictions, but many exclusions are overly broad and perpetuate unemployment among people with records.
Why It Matters
Employment is the strongest predictor of successful reentry—people with jobs don’t return to crime at nearly the rates of unemployed returning citizens. When employers exclude everyone with any criminal record, they create unemployment that drives crime. Fair chance hiring reduces recidivism, expands the talent pool (particularly important during labor shortages), and promotes justice.
Dave’s Proposal
Dave will strengthen Metro Government’s ban the box policy: conviction history considered only for jobs with clear nexus to offense, individualized assessment required, and data tracking to ensure equitable hiring. He’ll incentivize private employers to adopt fair chance practices through economic development programs. Community Wellness Centers will connect people with criminal records to fair chance employers and provide job readiness training.