screened out of the process, an individualized review might help you catch applicants that are actually qualified but may have been screened out erroneously and who might otherwise make good employees. Any denial of a person based on a criminal record should come with consideration of what job they applied for. For example, a person with a history of DUI may not be suitable to work in an industry where they would have unbridled access to cars; but that conviction shouldn’t in itself stop them from being a bank teller.
It’s hard enough for many of us to secure employment as is, just based on the color of our skin. It’s important that we do what we can to ensure that all types of discrimination in job hunting does not continue.
Charles F. Coleman Jr. is a former King's County (Brooklyn, NY) prosecutor and a federal trial attorney specializing in employment law and civil rights. Follow him on Twitter: @CFColemanJr