The QA Commons is mindful of the dramatic and transformational impact COVID-19 is having on all institutions of higher education. As an organization, we are adapting our services to support preparing graduates for the workplace that is now changing more precipitously than ever.
Justice-impacted individuals represent a significant but underrecognized segment of the American workforce. National research consistently shows that structural barriers—not lack of motivation or capability—limit access to stable employment for people with records. The following articles and reports examine how signaling systems, employer perceptions, and policy choices shape opportunity and economic mobility for justice-impacted talent.
This 2025 article from Working Nation explains that justice-impacted people face structural barriers to good jobs that limit access to stable, well-paying work, regardless of motivation, work ethic, or interest in employment. Because nearly one in three Americans has a criminal record, these barriers affect the broader workforce, not just individuals. The consequences extend to families, employers, and communities through reduced economic mobility, missed opportunities to tap available talent, and persistent inequities.
This 2025 Vera Institute article highlights how work performed during incarceration is rarely recognized as legitimate work experience, even when it involves skilled, demanding labor such as manufacturing or firefighting. It explains that there is often no formal mechanism to translate prison labor into résumés, credentials, or post-release job pathways, leaving people unable to signal their experience to employers. As a result, individuals who worked for years while incarcerated frequently reenter the workforce treated as if they have no work history at all.
This 2024 brief from the National Employment Law Project synthesizes decades of research to assess the impact of fair chance hiring policies and criminal record exclusions. It shows that because criminal records affect a large share of the working-age population, this is a mainstream workforce issue with broad economic consequences, not a marginal one. Drawing on multiple studies, the brief also finds that workers with records often perform as well as or better than their peers, challenging common employer stereotypes and assumptions.
This 2021 report by the San Diego Workforce Partnership examines employer attitudes toward hiring justice-involved workers and finds that criminal history does not predict workplace misconduct or poor job performance. Drawing on national research and local evidence, it shows that while many employers express openness to hiring, actual decisions vary widely and are shaped by stigma, bias, and uncertainty rather than evidence.
This 2025 McKinsey article highlights how organizations like Homeboy Industries are redefining talent development by combining workplace experience with strong support systems. It challenges employers to broaden their understanding of “qualified” candidates and shows how overlooked talent pools can help address workforce shortages. The piece underscores the importance of recognizing potential—not just prior credentials—in hiring decisions
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