Questions:
1. Hiring Ex-offenders an attempt to minimize the SQU?
2. Issues faced due to hiring the ex-offenders?
3. Solution to issues?
Answers:
1. Hiring Ex-offenders an attempt to minimize the SQU
In the United States releases approximately 600,000 of ex-offenders every year. Due to their past criminal history, they face disqualification from the opportunities of the best employment leading to the blocking of their re-entry route. Without getting the ability in the employment, the ex-offenders face reintegration into the society as well as distorted into the underclass of citizen (Atkin & Armstrong, 2011). The ex-offenders recognize that they have no other alternative rather than returning to the criminal path that guides them to confidence and support themselves. Among the most challenging situations, they face the problem of re-entry into the job employment. The rate of employment, as well as earnings of ex-offenders, is low.
The low rate of employment is associated with the high recidivism rates experiential among those free from the prison (Beszterczey et al. 2013). It is been researched that the criminal record shapes the ex-offenders search strategies in such a way that will affect the employment prospects for them. The well-known issues that the ex-offenders are facing are educational skills as well as employment (Jones Young and Powell, 2015). It is true that for getting a job, it also requires some education as well as cognitive skills. The community tries to cooperate with the employers as well as ex-offenders to make a good relationship with them.
2. Issues faced due to hiring the ex-offenders
When the ex-offenders integrate into the society, they are facing some barriers to the employment. By offering the ex-offenders with the supports as well as services, they require maintaining employment, and then the states can lessen the recidivism (Jones Young & Powell, 2015). When the ex-offenders are engaged in the communities, then the society is safer, as well as they are more efficiently secure (Frazier, 2013). Well-known barriers in order to obtain the education, gainful employment, health services confront the offenders after they release. Therefore, these barriers can contribute to recidivism. Bumiller (2014) opined that the ex-offenders need the level of learning as well as work skills, such as punctuality as well as communication are required to gain as well as maintain employment. In the SQU University, the youth crime is common. Therefore, the justice system struggles to concentrate on the youth crime, the source retrieves and reforms the young people and diverts them from the crime. Guse and Hudson (2013) argued that the condition of high quality jobs reduced the provision of high quality jobs lessen the criminal behavior among the released offenders.
The ex-offenders have different characteristics that limit their employability as well as their capability to earn. The factors that lead to all those are the lack of education as well as cognitive skills, limited experience to work as well as other physical problems (Jason, Olson & Harvey, 2014). One can observe that about 70 percent of the offenders are just high school dropouts. Apart from all these barriers, Jones Young and Powell (2015) argued that the individuals are also facing attitude problems that limit their outcomes of employment. If the ex-offenders can search a job, then it usually pays them very low wages or it could provide few opportunities for upward mobility. Therefore, in such a circumstance they choose to forego the options of employment, rather than the illegal opportunities (Kleiman & Kass, 2014). The well-known issues that the ex-offenders are facing are education, employment, housing as well as treatments. Even the physical problems also lead to potential barriers to secure as well as maintain a job, and it leads to recidivism.
3. Solution to issues
Workshops delivery to the ex-offenders across the country aims at redirect the young people from the crime by raising a sense of personal responsibility, by facing them with the victims of crime as well as the community. It shows some form of consequences of crime, as they are experiencing a big time and identify what triggers to compress (Majer, Beasley & Jason, 2015). Conviction, incarceration, as well as arrest are the solutions for reducing the odds of getting the job. It increases the length of the time that takes to get the job. In order to reduce the poor outcomes, the ex-offenders erode with incarceration Guse and Hudson (2013) argued that most of the employees are hiring the ex-offenders as because they perceive them to be risky to trust with the operations as well as assets of the business. Therefore, the ex-offenders need a chance to proof their skills and abilities to work in an organization (Jones Young & Powell, 2015). The current system of the organization depends on fears that lead to unemployment of the ex-offenders. In order to make the employment of ex-offenders safe, the community tries to cooperate with the employers as well as ex-offenders.
The issue of hiring the ex-offenders requires an integrated approach to the government as well as the non-profit organization. People those have incarcerated; they must contribute to the members of the society as well as have a stable employment. Atkin and Armstrong (2011) opined that when the ex-offenders get a job, it would limit the possibility of any further illegal works. Apart from all this, there is potentially positive developments such as the baby boomers are retiring, and then the labor market over the next of the few decades is tight (Majer, Harris & Jason, 2015). It is true for the jobs requiring education as well as cognitive skills. Within the labor market, the employers are looking to tap with new sources of labor, as the traditional sources are not sufficient to meet with the requirements (Beszterczey et al. 2013). These solutions should overcome with the issues that the ex-offenders are facing at the time of getting employment such as educational skills.
Anomie Theory
This theory posits the relationship between the quality of job as well as the crime at the societal as well as individual levels of analysis. At the individual level, this model offers a choice making among the socially structured strain (Frazier, 2013). For motivational as well as control theories of crime, the economic aspects of employment are necessary to assess the quality of the job. This theory highlights the consequences of the rapid change that gives an importance of the social norms in order to regulate the individual goals (Majer, Beasley & Jason, 2015). The employers are more adverse to hire the ex-offenders than they are towards any other group, such as the welfare recipients.
In conclusion, one could say that the employers are varying according to the offense committed by the offender. Since the release of the offender from the prison, it has a meaningful work experience is obtained. From the previous decade, the employer has a tendency to check the background of the ex-offenders. It is being seen that 90 percent of the employers are considered to fill the recent job vacancy with the welfare recipient as well as 40 percent of the employers are filled with the ex-offenders. The tendency to hire ex-offenders is a vital job in the university as in the university the youths are always having a tendency and an attraction for crime. This is in a way robustly influenced by the extent to which dissimilar types of jobs are required, particularly to have a contact with the students. Therefore, the employer reluctance is greatest when the offense is violent as well as it is least when it is non-violence offense. Lastly, both the attitudes, as well as behaviors of the ex-offenders, affect the process of hiring of the ex-offenders.
References
Atkin, C., & Armstrong, G. (2011). Does the Concentration of Parolees in a Community Impact Employer Attitudes Toward the Hiring of Ex-Offenders?. Criminal Justice Policy Review, 24(1), 71-93.
Beszterczey, S., Nestor, P., Shirai, A., & Harding, S. (2013). Neuropsychology of decision making and psychopathy in high-risk ex-offenders. Neuropsychology, 27(4), 491-497.
Bumiller, K. (2014). Bad jobs and good workers: The hiring of ex-prisoners in a segmented economy.Theoretical Criminology, 19(3), 336-354.
Frazier, B. (2013). A Case for Improving Social and Supportive Service Delivery for Ex-Offenders with Community Information Systems (CINS). Journal Of Community Practice, 21(4), 451-461.
Guse, T., & Hudson, D. (2013). Psychological Strengths and Posttraumatic Growth in the Successful Reintegration of South African Ex-Offenders. International Journal Of Offender Therapy And Comparative Criminology, 58(12), 1449-1465.
Jason, L., Olson, B., & Harvey, R. (2014). Evaluating Alternative Aftercare Models for Ex-Offenders.Journal Of Drug Issues, 45(1), 53-68.
Jones Young, N., & Powell, G. (2015). Hiring ex-offenders: A theoretical model. Human Resource Management Review, 25(3), 298-312.
Kleiman, L., & Kass, D. (2014). Employer Liability for Hiring and Retaining Unfit Workers: How Employers Can Minimize Their Risks. Employment Relations Today, 41(2), 33-41.
Majer, J., Beasley, C., & Jason, L. (2015). Suicide Attempts and Personal Need for Structure Among Ex-Offenders. International Journal Of Offender Therapy And Comparative Criminology.
Majer, J., Harris, J., & Jason, L. (2015). An Examination of Women Ex-Offenders With Methadone Histories. International Journal Of Offender Therapy And Comparative Criminology.
