7 Myths Regarding Employing White Collar Convicts

Preferrably named the White Collar Justice Impacted Community (WCJIC).

  1. Myth: The WCJIC had their chance and blew it, compared to other disadvantaged convicts, they don’t deserve pity and another chance.

Reality: Those that I know in the WCJIC are remorseful for destroyong the opportunity they had in an influencial, well paying position. In the end though, they committed their crimes due to foundational personal issues very similar to other crimes. They accept responsibility for where they are.

2. Myth: The WCJIC must have something fundamentally wrong with them in order to break others trust.

Reality: White Collar convicts have often experienced emotional pain, loss, trauma, depression, drug addiction and more. Most have worked very hard post conviction, often in therapy and counseling, to heal and change what led to their crime. They are now very trustworthy and wish to serve others.

3. Myth: We (the company) can’t trust the WJCIC in our workplace, they might offend again.

Reality: The WJCIC have one of the lowest recidivism rates and rarely re-offend. Most of that is due to White Collar Crime often being one-off actions under stress or situational events that have long since changed.

4. Myth: The conviction we are considering is too recent, how do we know they can be trusted so soon?

Reality: Because White Collar crime often involves years of investigation before an indictment and conviction, the conviction may be recent, but the offense iteself was 5-10 years ago. They are no more likely to offend than any other employee.

Think…how different were your other employees 5-10 years ago? How long is enough to regain trust?

5. Myth: The WCJIC have a gap in skills from their absence in the workplace that they can’t overcome in an ever changing, global, technological economy.

Reality: The WCJIC are some of the smartest people I have met. Many have either advanced degrees or equtible business and leadership experience. They are survivers of personal and social trauma that has created integrity and grit that easily makes up for lack of recent professional employment. Also, once they get employed, they stay longer than other hire.

6. Myth: The WCJIC should’nt have any trouble finding employment, there are an extensive number of Fair Chance Employment resources available.

Reality: Fair Chance hiring has made progress, but lacks a specific focus and resources for professional level positions. So, when the WJCIC applies and interviews for a job, it is a shot in the dark on whether they will be judged, shamed, denied, ignored, and/or ghosted. Employment is extremely difficult for the WJCIC. Therefore, they need your help in bringing an awareness to their issues.

7. Myth: The vast amount of information disseminated through the press and internet will look poorly upon the company if we hire this individual.

Reality: As stated in the movie, A Few Good Men, “You can’t handle the truth”!

This is the largest challenge the WJCIC faces in finding employment. Largely due to number 1-6, plus factors such as,

What will other employees think? What will the Board of Directors say? The investors in the company would never allow this. What if this becomes public about our company? Our clients won’t trust this person. Plus a lot of other factors that equate to,

“We serve the unfortunate, but we don’t hire them”.

This thinking can be easily reveresed for companies who claim to have a social mission and serve in order to create equity for all people. In hiring someone from the WCJIC, the company “puts it’s money where its message is”, in order to prove their belief that everyone deserves a chance and they are out to serve ALL people.

Unfortunately, the WJCIC is yet to find companies described above. Who wants to be the first?

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