It’s about
unlocking
opportunity.
Fair Chance Hiring refers to policies, best practices, and training that any employer can use to help fairly assess candidates with a criminal record. They’re built on the fundamental idea that every qualified candidate, regardless of background, has a right to a fair assessment free from stereotypes or misconceptions. The reasons to adopt Fair Chance Hiring are just as simple.
80% of Canadians believe that people who have served prison sentences deserve a chance to work again.
Fair Chance Hiring isn’t preferential treatment, and it isn’t lowering the bar.
Instead, it’s about creating a level playing field – it gives employers the knowledge and awareness they need to break down systemic, unfair barriers to employment.
Foster Equity.
Fair Chance Hiring is an essential way to create opportunities for communities unfairly affected by systemic bias, over-policing, and over-incarceration. These issues have contributed to the highly disproportionate representation of Black and Indigenous people, as well as people experiencing mental illness, addiction, and homelessness within Canada’s criminal justice system. By adopting Fair Chance practices, employers can help lead positive change.
Because of systemic bias in Ontario’s criminal justice system, Black people are over-represented among people with criminal records by more than 3x their share of the population, and Indigenous people by more than 5x.
Find talent.
When your organization gives all candidates a fair chance, you expand your pool of potential talent to include a group that can be more committed and cost-effective than the broader population. At a time when more organizations are struggling to fill positions, this can be a significant advantage.
Employees with a criminal record have a 13% lower turnover rate than those without one.
Drive business.
Fair Chance Hiring is more than just the right way to hire. It can reduce overhead through lower turnover while driving deeper loyalty and motivation in your teams. The effect on the bottom line can be considerable, as Canadians increasingly choose to use their wallet to reflect their values.
58% of Canadians surveyed said they would be more likely to buy products or services from a company that provides employment opportunities to people with a criminal record.
Start simply.
Fair Chance Hiring isn’t a radical shift in policy. In fact, many employers may already use key principles of Fair Chance Hiring without realizing it. Even in roles or sectors that require criminal record checks, small changes to hiring practices can lead to more equitable and effective recruitment. For organizations with Diversity Equity and Inclusion frameworks, Fair Chance Hiring fits closely with — and enhances — existing practices.
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