Criminal stigma, race, and ethnicity: The consequences of imprisonment for employment

An exception to the rule: Belief in redeemability, desistance signals, and the employer’s decision to hire a job applicant with a criminal record

“…This indicates that having the option to hire an Indigenous exoffender compared to a White Australian ex-offender reduced employers' willingness to hire, however this finding did not reach statistical significance (β= -0.247, p<0.1). Although this relationship is not statistically significant, it is reported here on the basis that ex-offenders' race, being a key variable of interest in this study, is consistently shown to adversely affect employment outcomes (Decker, 2014;). …”

“…A consistent finding in American research is that black citizens, offenders and non-offenders alike, experience poorer employment outcomes than their white, and often Hispanic, counterparts (Pager, 2003(Pager, , 2005(Pager, , 2007Pager & Karafin, 2009;Pager & Quillian, 2005;Pager, Western & Sugie, 2009). In contrast, a small number of studies have also reported Hispanics and black Americans can in some cases experience more positive employment outcomes than whites (Decker, Spohn, Ortiz & Hedburg, 2010;Varghese, et al, 2010). The scope of this research has, to date, not permitted a thorough examination of these mixed results, however researchers like Decker et al (2010) speculate responses were influenced by social desirability bias or perhaps because their study took place in the food industry, in which Hispanics and blacks were perceived as better suited (Decker et al, 2010).…”

“…In contrast, a small number of studies have also reported Hispanics and black Americans can in some cases experience more positive employment outcomes than whites (Decker, Spohn, Ortiz & Hedburg, 2010;Varghese, et al, 2010). The scope of this research has, to date, not permitted a thorough examination of these mixed results, however researchers like Decker et al (2010) speculate responses were influenced by social desirability bias or perhaps because their study took place in the food industry, in which Hispanics and blacks were perceived as better suited (Decker et al, 2010).…”

“…Also valued by employers is being well presented, demonstrating a positive attitude, interacting well with others and fitting in the workplace (Decker et al, 2010;Fletcher, 2001;Redcross, Millenky, Rudd & Levshin, 2012). Employers cite hard skills such as formal qualifications and prior work experience as valuable because these rely first and foremost on soft skills such as the individual's motivation and commitment to attain (Fletcher, 2001).…”

“…For instance, black male non-offenders fare worse than white male offenders, suggesting a propensity for employers' hiring practices to be underpinned by racial stereotypes ). However no significant difference was found between white or African American females with or without a criminal record (Decker, 2014;Drury, 2013;Galgano, 2009;Giguere & Dundas, 2002).…”