By Sarah Lageson and Robert Apel

Employment discrimination from a criminal record is a salient social fact, evidenced by a robust body of experimental research. In Part 1 of this study, we analyze prior criminal record hiring experiments—comprising in-person audits, online audits, and opt-in surveys—to describe patterns over time in employer receptivity to applicants of different races with criminal records. In Part 2, we use a novel experimental survey of 1080 employers to measure how differences in the signaling of a criminal record impact the criminal record–employment relationship. Our results reveal a substantial hiring penalty for an official criminal record (conveyed by a background check report), with a smaller but still significant penalty for an unofficial criminal record (an Internet search engine “hit”). The experiment also shows that the official criminal record penalty is significantly larger for White applicants than for Black applicants. Although the latter finding was counter to expectations informed by prior studies, it is less surprising considering our Part 1 findings, which reveal a closing racial gap in the criminal record penalty during the last 20 years. We discuss how broader legal, social, and technological changes, as well as changes in methodologies, impact our understanding today of criminal records, race, and employment.

Criminology, Volume 63, Issue 2 May 2025 Pages 382-410

By Thomas D. Akoensi, Justice Tankebe

Using an experimental vignette design, the study investigates the effects of criminal records on the hiring decisions of a convenience sample of 221 human resource (HR) managers in Ghana. The HR managers were randomly assigned to read one of four vignettes depicting job seekers of different genders and criminal records: male with and without criminal record, female with and without criminal record. The evidence shows that a criminal record reduces employment opportunities for female offenders but not for their male counterparts. Additionally, HR managers are willing to offer interviews to job applicants, irrespective of their criminal records, if they expect other managers to hire ex-convicts. The implications of these findings are discussed.

The Howard Journal of Crime and Justice, Volume 63, Issue 3, Pages: 272-285 | Oct.2024

ByThomas D. Akoensi, Justice Tankebe

Using an experimental vignette design, the study inves-tigates the effects of criminal records on the hiring deci-sions of a convenience sample of 221 human resource(HR) managers in Ghana. The HR managers were ran-domly assigned to read one of four vignettes depicting job seekers of different genders and criminal records:male with and without criminal record, female with and without criminal record. The evidence shows that a criminal record reduces employment opportunities for female offenders but not for their male counter-parts. Additionally, HR managers are willing to offer interviews to job applicants, irrespective of their crim-inal records, if they expect other managers to hire ex-convicts. The implications of these findings are dis-cussed.

The Howard Journal of Crime and Justice, online first, May 2024

By Kelly M. Babchishin, Leslie-Anne Keown, and Kimberly P. Mularczyk

Employment is a key factor that helps reduce reoffending rates among individuals with criminal records. The current study examined the economic outcomes of 11,158 federal offenders (Mage in 2014 = 47 years) admitted to Correctional Service of Canada institutions between January 4th, 1999 and December 31st 2001 (medianadmission year = 2000) who were released in the community for an average of 14 years. The purpose of the current study was to better understand the economic outcomes of Canadian federal offenders. More than half of the cohort of released offenders filed their taxes (5,835 of 11,158). The current study suggests that individuals with criminal records face considerable barriers when seeking employment in Canada, with only half of the individuals released from federal institutions finding employment after an average of 14 years. Individuals released from federal correctional institutions participated in the labour market less, made substantially less employment income, received more social assistance payments, and filed taxes less than the general Canadian population. After an average of 14 years post release, most individuals were underemployed with a median income of $0. Of those who reported employment, the average reported income was $14,000. This is less than half of what Canadians in the general population earn through employment. We also found that barriers to finding gainful employment following incarceration disproportionately impacted women, Indigenous, and older individuals, with these groups fairing even poorer than men, non-Indigenous, and younger individuals with criminal records. The current study suggests that more should be done to assist individuals with a criminal record secure gainful employment.

RESEARCH REPORT: 2021-R002 . Ottawa:; Public Safety Canada, 2021. 37p.

By Zoe B. Cullen, Will S. Dobbie, and Mitchell Hoffman

State and local policies increasingly restrict employers’ access to criminal records, but without addressing the underlying reasons that employers may conduct criminal background checks. Employers may thus still want to ask about a job applicant’s criminal record later in the hiring process or make inaccurate judgments based on an applicant’s demographic characteristics. In this paper, we use a field experiment conducted in partnership with a nationwide staffing platform to test policies that more directly address the reasons that employers may conduct criminal background checks. The experiment asked hiring managers at nearly a thousand U.S. businesses to make incentive-compatible decisions under different randomized conditions. We find that 39% of businesses in our sample are willing to work with individuals with a criminal record at baseline, which rises to over 50% when businesses are offered crime and safety insurance, a single performance review, or a limited background check covering just the past year. Wage subsidies can achieve similar increases but at substantially higher cost. Based on our findings, the staffing platform relaxed the criminal background check requirement and offered crime and safety insurance to interested businesses.

Cambridge, MA: National Bureau of Economic Research, 2022. 42p.