Stereotypes and Perceived Hireability of People with Criminal Histories

Despite recent advancements in diversity, equity, inclusion, and belonging (DEIB) efforts, many groups remain excluded from consideration for employment, including those with criminal histories (Fuller et al., 2021). To that end, this study extends Stereotype Content Model (SCM) research to evaluate stereotypes about people with criminal histories, their perceived hireability, and the ways in which perceptions vary based on different offense histories. We examined the warmth and competence perceptions of various criminal-legal subgroups across two studies. In Study 1, we explored stereotypes related to individuals with various criminal histories using the framework outlined by the SCM; participants (n = 972) were asked to provide warmth and competence ratings of individuals belonging to various groups, including criminal history subgroups (e.g., misdemeanors, violent offenses). In Study 2, 173 individuals with hiring experience were asked to provide warmth, competence, and hireability ratings of job applicants with varying criminal histories. Findings revealed that the severity of warmth and competence ratings depend on the seriousness and frequency of one’s offense (Study 1) and that perceptions of hireability also differ depending on these characteristics (Study 2). We discuss our findings with an aim to inform both research and practice.