Embracing Inclusion and Organizational Transformation: Integrating Untapped Talent into the Workforce

The state of the job market has left businesses in dire need of more employees, with the US Bureau of Labor Statistics reporting that there were 10.8 million job openings in 2023, but only 5.7 million people were unemployed. Yet, business leaders continue to overlook individuals from underrepresented populations, despite the fact that they could solve many of their labor shortage issues.

For example, 60% of formerly incarcerated individuals are without a job a year after their release. This is a significant number of individuals left on the table who are ready and eager to work.

Understanding Overlooked Populations in the Workforce

Beyond formerly incarcerated individuals, however, businesses continue to overlook many underrepresented groups, such as single parents, veterans, non-degree holders, and even those who were laid off from previous jobs. These people all deserve as much of an opportunity for employment as everyone else.

One of the most important realizations that business leaders must come to when approaching overlooked talent is that gaps in resumes do not always necessarily equate to “wasted time.” Take a new parent, for instance. They may have taken a few years to raise their family but are often more motivated than the average worker to re-enter the workforce.

In the case of formerly incarcerated individuals, there is a misconception that their time behind bars was spent doing nothing. Most inmates take a prison job or participate in some sort of vocational or educational training, which gives them the skills they need to thrive when they reintegrate into the workforce.

Including Overlooked Individuals in the Workforce

As is the case with many pushes for diversity, equity, and inclusion, including overlooked talent in the workplace starts at the earliest stages of the employment process: the job description. Businesses must ensure that their job descriptions use inclusive language. Rather than focusing on specific educational backgrounds or job experiences, emphasize skills and qualifications. After all, an employee’s ability to do the job matters much more than what degree they have or what job titles they have held in the past.

Still, inviting candidates from overlooked backgrounds to apply is only effective if recruiters and business leaders are willing to be more open-minded with their hiring decisions. Of course, there will be some natural exclusions. For example, those who were incarcerated for a violent crime probably aren’t able to work around kids, and those convicted of theft may not be a good fit for a cash-handling position.

That being said, most formerly incarcerated individuals were sentenced for non-violent offenses. As such, there is no legitimate reason why these people should be excluded from consideration for most positions.

Furthermore, accommodating these individuals in the workplace does not stop with merely hiring them. Indeed, businesses must commit to showing the level of flexibility these individuals need to thrive in their jobs.

For example, some employees may have restrictive schedules — for reasons ranging from their children’s school schedules to the conditions of their release — while others may be entirely dependent on public transportation schedules to get to and from work. By offering accommodating schedules with shifts that meet their needs, businesses can prime these employees for success.

Accommodating Overlooked Individuals in the Modern Workplace

Being flexible in terms of allowing employees to work remotely can also be of significant benefit to employees from overlooked communities. Employees with disabilities or caregiving responsibilities will benefit from these arrangements, as will employees with strict requirements of when they need to be home. Working remotely allows them to maintain a job without having to sacrifice any of their other responsibilities.

Many companies have found success investing in training and upskilling programs that allow them to work with overlooked employees to build the skills they need to thrive. Take formerly incarcerated individuals, for example. Studies have shown they are often more loyal employees than the average worker, meaning an investment in their skills and training is also a long-term investment in the company.

Businesses also have the opportunity to collaborate with organizations that exist to help bridge the gap between overlooked populations and job opportunities. For instance, some programs offer additional training and guidance to overlooked individuals to help them with job placements. Others help match qualified individuals from overlooked backgrounds with employers looking to hire. There are even government programs that offer financial incentives to businesses to encourage them to hire and retain individuals from these backgrounds.

Admittedly, hiring individuals from overlooked groups — such as formerly incarcerated individuals — requires an investment from the company in the support and resources these employees will need to thrive in the workplace. Nevertheless, businesses should look at it as just that: an investment.

By supporting these individuals, employers not only have the opportunity to fulfill their growing labor needs, but also nurture a skilled and loyal addition to the workforce and make a positive impact on the community. It is time businesses stop overlooking these talented candidates.

Trent Griffin-Braaf, CEO and founder of Tech Valley Shuttle, is on a mission to combat poverty through innovative transportation solutions and empowering employees. Having experienced incarceration himself, he’s setting an example for other employers, showcasing how to become a top choice for formerly incarcerated individuals, single parents, and veterans.

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