NCJ Number
14627
Journal
Harvard Business Review Volume: 52 Issue: 3 Dated: (MAY-JUNE 1974) Pages: 69-78
Date Published
1974
Length
10 pages
Annotation
REVIEW OF SOCIAL AND ECONOMIC REASONS FOR EMPLOYING EX-CONVICTS AND A COMPARISON OF CHARACTERISTICS OF SUCCESSFUL AND UNSUCCESSFUL EMPLOYER PROGRAMS.
Abstract
THE AUTHOR POINTS OUT THAT MANY COMPANIES THAT HAVE HIRED EX-CONVICTS HAVE REPORTED THAT IF THE TRAINEE RECEIVES PROPER TRAINING AND COUNSELING HE CAN BECOME A PRODUCTIVE, HARD-WORKING EMPLOYEE, IN MANY CASES, MORE SO THAN THE AVERAGE WORKER. THE AUTHOR ALSO REASONS THAT IF ENOUGH BUSINESSMEN HIRE AND TRAIN EX-CONVICTS, THEY COULD SUBSTANTIALLY REDUCE THE NATIONAL CRIME RATE, AS WELL AS REDUCE FEDERAL AND LOCAL TAXES AND THEIR OWN SECURITY AND TURNOVER COSTS. MANAGEMENT AND EX-CONVICTS AT TWENTY ORGANIZATIONS WERE INTERVIEWED. THE STUDY REVEALED THREE MAJOR FINDINGS: (1) EVEN THOUGH IN MANY WAYS THEY ARE NO DIFFERENT FROM THE HARD-CORE UNEMPLOYED, EX-CONVICTS DO HAVE PARTICULAR PROBLEMS THAT MAKE FINDING AND HOLDING A JOB MORE DIFFICULT. (2) COMPANIES ARE MORE LIKELY TO HAVE A SUCCESSFUL PROGRAM WITH EX-CONVICTS IF THE INDIVIDUAL'S PROBLEMS ARE DEALT WITH ON A REALISTIC AND PERSONAL BASIS. (3) THE COMPANIES THAT FAIL IN THIS PROGRAM ARE THOSE THAT DO NOT GIVE THE EX-CONVICT ACTIVE HELP IN THE FORM OF CONCERNED SUPERVISORS, TRAINING, AND COMMITMENT AT THE TOP LEVELS OF MANAGEMENT.