Knocking on the Ivory Tower's Door: The Experience of Ex‐Convicts Applying for Tenure‐Track University Positions

Ross, Jeffrey Ian; Richards, Stephen C.; Newbold, Greg; Jones, Richard S.; Lenza, Michael; Murphy, Daniel S.; Hogan, Richard; Curry, G. David

doi:10.1080/10511251003778982

Cited by 18 publications

(15 citation statements)

References 24 publications

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“…Self-disclosure of a criminal record with an explanatory statement is a recommended practice for several reasons. First, research shows that an ex-offender’s forthrightness helps combat the negative effects of criminal record stigma (Ross et al, 2011). In fact, one study found that 52% of the 992 employers surveyed would be inclined to hire someone who self-disclosed criminal history, while only 8% stated that they would not hire one who self-disclosed (EmployeeScreenIQ, 2013).…”

Section: Methodsmentioning

confidence: 99%

The Impact of a Multiple Conviction Record on Hiring Outcomes

Leasure

Kaminski

2020

Crime & Delinquency

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The objective of the current study was to examine the impact of a multiple conviction criminal record with varying crime types on hiring outcomes. An experimental correspondence audit was used to achieve this objective. The results showed that those with multiple conviction records and varying crime types received significantly fewer callbacks for interviews than those with no record. While the callback point estimates for those with this type of criminal history were not as low as expected, their statistically significant differences from those with no record were consistent with the bulk of previous research. The results also indicated the continued presence of racial discrimination in hiring practices as equally qualified African American applicants received significantly fewer callbacks than White applicants.

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Section: Methodsmentioning

confidence: 99%

The Impact of a Multiple Conviction Record on Hiring Outcomes

Leasure

Kaminski

2020

Crime & Delinquency

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“…Although a fledgling literature exists on professors working with convicts on research studies (e.g., Ross, Zaldivar, & Tewksbury, 2015;Taylor & Tewksbury, 1995), and the receptivity (hiring practices) of academic departments for professors with criminal pasts (Ross et al, 2011), there is a lack of scholarship examining the experiences of ex-con students on college campuses, as this population seems to only be addressed when a formerly incarcerated student is discovered among the student population or when a "problem" arises. However, the limited work that is available on this topic suggests that ex-con students often find their campuses as a "refuge" from stresses and challenges in their lives (Tewksbury, 2013).…”

Section: Literature Reviewmentioning

confidence: 99%

“…For those ex-cons that do navigate their way on to campus and through a doctorate program, opportunities are available, but often only with restrictions and only very selectively (Ross et al, 2011). In simple terms, it is not easy.…”

Section: Literature Reviewmentioning

confidence: 99%

Instructing and Mentoring Ex-Con University Students in Departments of Criminology and Criminal Justice

Tewksbury

Ross

2017

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Recognizing the growing presence of university students who are also ex-cons, this article discusses the challenges of working with such individuals and offers practical suggestions for ways to enhance such interactions. The effects of institutional socialization, cultural differences, and a range of abilities and motivations presented by excon students requires a need to design and implement unique instructional, especially mentoring, approaches that are most likely to be successful.

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“…In 2007, a group of convict criminologists conducted an open-ended survey, asking former prisoners currently employed in universities, about attempts to get academic work and their experiences of being hired. The resulting paper gave useful advice to convict candidates about disclosure, meeting administrators, handling difficult questions, giving presentations, and dealing with rejection (Ross, et al, 2010). The article was able to provide research-based advice valuable not only to prospective employees, but also to hiring committees considering job applicants with criminal records.…”

Section: The Work Of Convict Criminologymentioning

confidence: 99%