Index
Nicole C. Jones Young
(Franklin & Marshall College, USA)
This content is currently only available as a PDF
Citation
Jones Young, N.C. (2022), "Index", Now Hiring, Emerald Publishing Limited, Leeds, pp. 133-136. https://doi.org/10.1108/978-1-80262-085-620221012
Publisher
:Emerald Publishing Limited
Copyright © 2022 by Emerald Publishing Limited
INDEX
Absenteeism
, 37–38
American Indian and Alaska Native (AIAN)
, 23–24
AmeriCorps VISTA
, 1–2
Antidiscrimination laws
, 25
Asbestos problem
, 3
Attrition
, 37–38
Background checks, employment
, 74–77
Ban the Box movement
, 73–74, 102–103
Black on Black crime
, 47–48
Black-white hiring gap
, 82–83
Bureau of Justice
, 9
Capitol Police Department
, 23
Carceral system
, 4, 12
Career progression, exploring
, 108–109
Case-by-case basis
, 54
Census of Fatal Occupational Injuries
, 49
Centers for Disease Control and Prevention (CDC)
, 48
Central Park Five
, 19
Clean Slate policies
, 51
Collateral consequences
, 10–11
The Color of Law
, 82
Commercial bail
, 12–13
Community corrections
, 14–15
Compensation
, 73
Corporate social responsibility (CSR)
, 101–102, 106
Correctional population
, 22–25
Cost, employer concerns
, 49–51
Crime policy
, 3
Criminal history
, 57, 59, 63–64
American Indian and Alaska Native (AIAN)
, 23–24
antidiscrimination laws
, 25
Bureau of Justice
, 9
Capitol Police Department
, 23
carceral system
, 12
characteristic of
, 58
collateral consequences
, 10–11
commercial bail
, 12–13
community corrections
, 14–15
correctional population
, 22–25
criminology
, 25
educational and job training programs
, 12
employers
, 27–28
employment
, 16, 18, 25, 27
heart-wrenching documentary
, 13
jails
, 12
law-abiding community
, 10
mass incarceration
, 9–10
National Inventory of Collateral Consequences of Conviction
, 10–11
punishment without crime
, 13–14
race
, 23–25
socioeconomic advancement
, 24–25
sociology
, 25
stereotypes
, 24
troubling
, 13
United States Bureau of Justice Statistics
, 9
US criminal justice system
, 12
US Equal Employment Opportunity Commission
, 11
Work Opportunity Tax Credit (WOTC)
, 17–18
Criminal justice system
, 2
CSR. See Corporate social responsibility (CSR)
Dehumanization
, 42
Digital divide
, 60
Discriminatory practices
, 82
Diversity training
, 88–89
Educational and job training programs
, 12
Employee
career progression, exploring
, 108–109
clients
, 109
comfort
, 109
conflict
, 103
employment
, 111
hiring managers
, 111
organizational policies
, 110–111
relationships
, 109
training
, 87, 111
Employers
, 27–28
assumptions/expectations
, 68–70
bias
, 30–33
cost
, 49–51
hesitant to hire
, 44–54
job relationship
, 52–54
nature interpretations
, 52–54
offenses
, 52–54
organizational reputation
, 51–52
organizations
, 90
safety
, 47–49
trust
, 45–47
Employment
, 2, 16, 18, 25, 27, 111
application
, 72–74
background checks
, 74–77
compensation
, 73
criminal history
, 57, 59, 63–64
decisions, unrelated proxies as
, 80–83
digital disadvantage
, 59–63
discrimination
, 38, 82
employer assumptions/expectations
, 68–70
employment decisions, unrelated proxies as
, 80–83
ethnicity
, 82
gaps
, 64–66
Great Resignation
, 56
hiring policies
, 79–80
Job Openings and Labor Turnover (JOLTS)
, 56
knowledge, skills, and abilities (KSAs)
, 59
legal attempts
, 73–74
minimum educational requirements
, 77–79
navigating appearance
, 66–68
open hiring
, 79
organizations
, 83, 98–99
race
, 82
repeated rejection
, 55–56
social class
, 82
training
, 89
Entrepreneurial ventures, financial capital resources
, 96
Ethnicity
, 82
Gaps
, 64–66
Gap year
, 1–2
Gender-Career
, 21
Great Resignation
, 56
Heart-wrenching documentary
, 13
Higher labor costs
, 105–106
Hiring process
absenteeism
, 37–38
attrition
, 37–38
dehumanization
, 42
employer bias
, 30–33
employment discrimination
, 38
hesitant to hire
, 44–54
implicit bias assessments
, 40
managers
, 4
organizational attraction
, 33–34
organizational selection
, 34–37
personal concerns
, 38–40
policies
, 79–80
resources and educational opportunities
, 32
selection process research
, 38
stigma
, 41–42
Implicit bias assessments
, 40
Inclusive mindset, hiring process
absenteeism
, 37–38
attrition
, 37–38
dehumanization
, 42
employer bias
, 30–33
employment discrimination
, 38
implicit bias assessments
, 40
organizational attraction
, 33–34
organizational selection
, 34–37
personal concerns
, 38–40
resources and educational opportunities
, 32
selection process research
, 38
stigma
, 41–42
Indianapolis Chamber of Commerce
, 97–98
Individual-level negotiations
, 73
Invisible stigmas
, 58
Jails
, 12
Job Openings and Labor Turnover (JOLTS)
, 56
Job relationship
, 52–54
Job-seekers educational attainment
, 46–47
Knowledge, skills, and abilities (KSAs)
, 59, 72
Law-abiding community
, 10
Legal attempts
, 73–74
Management scholars
, 6
Mass incarceration
, 3, 9–10
Minimum educational requirements
, 77–79
Moral standing
, 95
Nadir of Race Relations
, 105
National Inventory of Collateral Consequences of Conviction
, 10–11, 59, 95
National Inventory of Collateral Convictions
, 95–96
Nature interpretations
, 52–54
Navigating appearance
, 66–68
Neon Lights and Civil Rights
, 52
New York Human Resource Administration
, 1
Occupational Information Network (O*Net)
, 72
Occupational licenses, removal of restrictions on
, 93–95
Offenses
, 52–54
Open hiring
, 79
Organizational attraction
, 33–34
Organizational Behavior researcher
, 1
Organizational norms
employment
, 98–99
entrepreneurial ventures, financial capital resources
, 96
Indianapolis Chamber of Commerce
, 97–98
National Inventory of Collateral Consequences of Conviction
, 95
occupational licenses, removal of restrictions on
, 93–95
prudential-sponsored entrepreneurship program
, 96–97
Organizational reputation
, 51–52
Organizational responsibility
corporate social responsibility (CSR)
, 101–102, 106
employee conflict
, 103
higher labor costs
, 105–106
reputation
, 103–104
society
, 102
transparency
, 102–103
Organizations
, 4, 83
case for change
, 86–91
correctional facilities
, 89
diversity training
, 88–89
employee training
, 87
employers
, 90
employment training
, 89
participation
, 90
pipeline
, 90
policies
, 110–111
selection
, 34–37
training individuals
, 90
workforce development
, 89
Parole officers (POs)
, 1–2
Participation
, 90
Personal concerns
, 38–40
Person-job fit (P-J)
, 79
Pipeline
, 90
Prudential-sponsored entrepreneurship program
, 96–97
Punishment without crime
, 13–14
Race
, 23, 25, 82
Racial inequalities
, 3
Repeated rejection
, 55–56
Reputation
, 103–104
Resources and educational opportunities
, 32
Safety
, 47–49
Selection process research
, 38
Sentencing Project
, 103
Social class
, 82
Society for Human Resource Management (SHRM)
, 57–58, 72
Socioeconomic advancement
, 24–25
Sociology
, 25
Stereotypes
, 24
Stigma
, 41–42
Strategic job analysis
, 72
Systemic racism
, 44
System substantially
, 4
Training
, 111
diversity training
, 88–89
employee training
, 87
employers
, 90
individuals
, 90
participation
, 90
Transparency
, 102–103
Troubling
, 13
Trust
, 45, 47
United States Bureau of Justice Statistics
, 9
United States Capitol Building
, 22
US criminal justice system
, 12
US Equal Employment Opportunity Commission
, 11
US Occupational Safety and Health Administration (OSHA)
, 48
Voluntary certification process
, 94
WEIRD
, 107–108
Workforce development
, 89
Work Opportunity Tax Credit (WOTC)
, 17–18, 50
- Prelims
- Introduction
- Chapter 1 The Basics: What Is a Criminal History and What Does It Mean to Have One?
- Chapter 2 Understanding Who Is an Individual with a Criminal History
- Chapter 3 Adapting a New Inclusive Mindset in the Hiring Process
- Chapter 4 Addressing Employer Concerns
- Chapter 5 Seeking Employment From the Applicant's Perspective
- Chapter 6 Evaluating Current Policies and Processes
- Chapter 7 Organizational Readiness: Priming Companies for Change
- Chapter 8 Opportunities to Shift Organizational Norms
- Chapter 9 Organizational Responsibility
- Chapter 10 Conclusion: Where Do We Go From Here?
- References
- Index