Employers often have concerns related to reliability, safety, and customer-facing roles. Productive conversations focus on job requirements, supervision, and consistent, job-related screening practices. 

Operational Fair Chance Practices  

  • Avoid blanket exclusions unless required by law or regulation.
  • Use job-related criteria and individualized assessment approaches. 
  • Document decisions and apply processes consistently. 

EEOC’s official Enforcement Guidance page provides detailed considerations for employers’ use of arrest and conviction records under Title VII. [14] 

Five-step framework for managing resistance

  1. Clarify the specific concern and underlying business risk.
  2. Align on job requirements and supervision realities. 
  3. Offer a pilot design (WBL, cohort interviews, staged duties). 
  4. Identify supports that reduce risk (bonding, check-ins, coaching).
  5. Define success measures and a review date. 

Section 10 summarizes incentives (WOTC, Federal Bonding, OJT reimbursement) and how to integrate them into partnership design without making incentives the sole rationale for engagement.

References

[14] EEOC – Enforcement Guidance on Arrest and Conviction Records (Title VII). https://www.eeoc.gov/laws/guidance/enforcement-guidance-consideration-arrest-and-conviction-records-employment-decisions