Overcoming Biases Across the Human Resource Management Lifecycle for Individuals with a Criminal Record

In this chapter, we use a human resource management lifecycle framework to discuss how bias toward those with criminal records manifests itself throughout employment processes. In highlighting the policies, practices, and procedures that act as barriers to applicants and employees with a criminal record during their careers, we help employers become aware of ways they can actively reduce employment obstacles for those with criminal records. We then focus on how applicants and employees with criminal records can aid in the potential reduction of bias they may face during their careers. Specifically, we discuss how individuals can use certain identity management strategies to combat potential biases from common HRM policies, practices, and procedures commonly found in U.S. workplaces. In providing bias reduction tactics from organizational and individual perspectives, our hope is that workplaces are improved such that employers are better equipped to improve workplace conditions for applicants and employees with this stigmatized non-visible identity.