Opportunities for Black ex-offenders continue to dwindle as a result of increasing and cyclical negative perceptions on their employment in disregard of current good information on their employment. The purpose of this study was to understand whether the application of positive information about employment of ex-offenders could lead to a change in hiring managers’ perceptions and enhance employment opportunities for Black male ex-offenders. In this qualitative study, a pre intervention and post intervention (PIPI) design was applied. The same interview questions were used (pre-intervention, and post intervention) in two sequential interviews for each participant. The intervention was the presentation of positive information on the employment and performance of Black people in work places, used to determine the efficacy of the intervention. The results of this study showed that the application of positive information regarding ex-offenders in Riverside County went as far as changing the perception of hiring managers to the point that they will change their hiring practices when it pertains to Black male ex-offenders. The results also show that hiring managers do not hinder the hiring of ex-offenders as much as the policies in place at the various organizations actually hinder the hiring practices. With that being the case hiring managers can influence the policies of the organizations by passing on positive information about Black male ex-offenders. Ongoing evaluation of this study are needed and most definitely welcome. Further interventions can be applied in a plethora of scenarios. Starting with different counties (San Bernardino, Los Angeles, Ventura, Alameda, and many more throughout California), this study could explore the hiring deficiencies for Black male ex-offenders.
|School:||Argosy University, Inland Empire|
|School Location:||United States -- California|
|Source:||DAI-A 82/2(E), Dissertation Abstracts International|
|Keywords:||Biases, Discrimination, Employment, Ex-offenders, Hiring practices, Managers|
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