Nyra Jordan: 4 steps to hiring fairly -- and supporting criminal justice reform | TED

Transcriber:

翻译人员: Skye Zhang 校对人员: Yan Li Xiao

Over the last few years,

在过去几年中，

corporations have made a major push

各大公司已经做出了重大努力在他们组织的 各个方面来优先考虑多样性、公平和包容。

to prioritize diversity, equity and inclusion

但如果你不考虑那些 和犯罪记录有关的人的话，

in all aspects of their organizations.

But DEI is left incomplete if you don't consider individuals

that have been involved in the criminal justice system.

DEI 是不完整的。

Involvement in the criminal justice system can impact someone's life,

和犯罪记录有关 会影响一个人的生活，

someone's work status, someone's experience at work.

一个人的工作状态， 一个人的工作经历。

It can even impact someone's mental health,

它甚至会影响一个人的心理健康，

just as much, if not more than other factors we think about,

程度不比我们想到的其他因素少，

like race, age, gender and sexuality.

比如种族，年龄，性别和性取向。

It's not like we willingly ignored this topic in corporations,

我们并不是有意 在公司里忽视这个话题，

it's just a massive blind spot.

这只是一个巨大的盲点罢了。

I mean, one of the reasons is nobody really openly talks about this.

我的意思是，其中一个原因 是没有人公开谈论这个问题。

You, your own wife or son, could be in jail right now.

你，你的妻子或者儿子， 也许现在就在监狱里。

You could spend every night missing them,

你可能在每个夜晚都思念着他们，

every weekend in a visitation room

每个周末都去会面室看他们，

and never mention it to your coworkers.

但你绝不会对你的同事提起半个字。

The other reason this topic isn't really touched on in corporations

这个话题在公司里没有 被真正提及的另一个原因是，

is because we're just uninformed.

我们完全不知情。

When we hear that someone is involved in the criminal justice system,

当我们听到有人和犯罪记录有关，

our first thoughts might be "murderer" or "violent criminal,"

我们的第一个想法可能是 “杀人犯”或“暴力罪犯”，

and that's just not the case for the 2.3 million people

但这并不是目前美国刑事司法系统

involved in the US criminal justice system right now.

涉及的 230 万人的情况。

And the fact that we focus on the worst of the worst

事实上，我们关注的是最坏的情况，

is why nearly 75 percent of justice-involved individuals

这就是为什么近 75% 有犯罪记录的人

are unemployed a year after release.

在获释一年后就失业。

So the question for us to consider is:

所以我们需要考虑的问题是：

"As corporations, what can we do about this?"

“作为企业，我们能对此做些什么？”

I've served in leadership roles across American Family,

我在美国家庭公司担任过领导职务，

including overseeing our corporate social responsibility strategy, or CSR.

包括监督我们的企业 社会责任战略，或称 CSR。

Like many companies,

像很多公司一样，

we partner with local and national nonprofits,

我们与当地和全国的非营利组织合作，

we organize employee volunteer opportunities,

我们组织员工志愿者机会，

and we donate to meaningful causes.

我们为有意义的事业捐款。

In 2018, we launched the American Family Institute for Corporate and Social Impact,

在 2018 年，我们建立了美国企业 和社会影响家庭研究所，

to drive change and to close equity gaps across America.

来推动变革，缩小全美的平等差距。

And within that mission,

为了达成这一使命，

we're partnering with experts and organizations

我们与专家和组织合作，

that are working to support families and individuals

为受到犯罪记录影响的

that have been impacted by incarceration.

家庭和个人提供支持。

So the more and more we talked to these partners,

所以我们和这些合作伙伴谈得越多，

and we heard about criminal justice reform,

听到越多有关刑事司法改革的消息，

the more I started to think.

我就越开始思考。

What are we doing internally about this issue?

我们内部在这个问题上做了什么?

Maybe we need to think about getting our own house in order.

也许我们该考虑 把自己的事情处理好。

And the most obvious place for us to start was hiring.

对我们来说， 最明显的起点就是招聘。

95 percent of individuals serving time in jail and prison right now

现在 95% 在监狱服刑的人

will be released,

将被释放，

and finding employment is difficult,

而找工作是很困难的，

particularly if you have a criminal record.

特别是如果你有犯罪记录的话。

Some companies will just flat out refuse to hire you,

有些公司会直接拒绝雇用你，

and even if you have the skills and the qualifications,

即使你有技能和资格，

once they find out you have a record, it's over.

一旦他们发现你有犯罪记录， 一切就结束了。

And this is a huge problem,

这是一个很大的问题，

because we know that one of the best ways to prevent someone returning to prison

因为我们知道防止某人 重返监狱的最好方法之一

is employment.

就是就业。

And in some cases,

在某些情况下，

employment is a condition of someone's parole.

就业是假释的条件之一。

A colleague of mine told me about a man she'd met,

我的一个同事告诉我， 她遇到了一个人，

who was released from prison on parole.

他刚从监狱被假释出来。

The garage where he'd been working was closing,

他工作的汽车修理厂快要关门了，

and he was unable to find another job,

他找不到另一份工作，

which meant he would have to go back to jail for violating his parole.

这意味着他将因为违反 假释条例而不得不回到监狱。

He shared with her that he would prefer to commit suicide than go back to jail.

他告诉她， 他宁可自杀也不想再回监狱了。

She spoke with him for about 45 minutes,

她和他谈了大约 45 分钟，

and she's not really sure if anything that she said changed his perspective.

她也真的不确定她说的一些话 是否改变了他的观点。

Hiring justice-involved individuals is not just the kind thing to do,

雇佣又犯罪记录的人 不仅仅是一件善举，

an act of charity.

一种慈善行为。

It could quite literally be a matter of life or death.

这可能关乎生死。

So for us, the fastest, easiest way to improve our hiring practices

因此，对我们来说，最快速、 最简单的改善招聘实践的方法，

was remove any up-front questions about criminal history

删除任何关于犯罪史的预先问题，

on our job applications.

从我们的求职申请表里。

We got rid of anything that said

我们删除了所有写着

"Check here if you have a criminal record."

“如果你有犯罪记录 请在这里打勾”的部分。

We then updated our public-facing job postings

然后，我们更新了 面向公众的招聘信息，

to indicate that we consider qualified candidates

表明我们会考虑 所有的合格的候选人，

with criminal histories.

不管是否有犯罪记录。

These two interventions were simple.

这两项干预措施都很简单。

They required minimal effort on our part,

我们只需付出最少的努力，

and I believe that other employers should follow suit.

我认为其他雇主也应该效仿。

But then, we took things a step further,

但后来，我们更进一步，

and we created intentional partnerships

我们建立了有意的合作伙伴关系，

to make sure justice-involved individuals were included in our talent pipeline.

以确保有犯罪记录的个人 被纳入我们的人才输送管道。

Many companies -- and we're no different --

许多公司-- 当然我们也没有什么不同--

have partnerships with colleges and universities.

与学院和大学建立合作关系。

You know, we recruit from a pool of graduating seniors,

我们从应届毕业生中招人，

knowing they’ll have the talent and the skills to perform a job.

知道他们有能力胜任一份工作。

But what we also know is that today,

但我们也知道，

many prisons offer advanced professional training

现在有很多监狱提供 都高级专业技能培训

on skills like coding.

比如编程。

As corporations,

作为企业，

we can form relationships with these programs as well

我们也可以与这些项目建立关系，

and include them in our talent pipeline.

并将他们纳入我们的人才输送渠道。

For example, we have an employee,

例如，我们有一名员工，

after serving time in jail,

在监狱服刑后，

that joined us through one of these talent partners, in our claims area.

通过我们刚刚声明的那些领域的人才 合作伙伴之一加入了公司。

We'll call him David.

我们暂且叫他大卫吧。

David joined us earlier this year,

大卫在今年早些时候 加入了我们公司，

and with the support of his manager,

在他经理的支持下，

he is outperforming his peers.

他比他的任何一位同事都表现优秀。

He is on a path to higher opportunities and promotional roles.

他正在通往更高机会 和晋升职位的道路上。

By providing a positive work experience for justice-involved individuals,

通过为有犯罪记录的个人 提供积极的工作体验，

we can change what’s possible for them and their families.

我们可以给他们 和他们的家庭更多可能。

Financial stability can have an incredible impact

财务稳定可以对我们的日常生活

on our day-to-day life,

产生不可思议的影响，

and the support of a manager

来自管理者的支持

can instill the confidence in someone, for the first time,

可以给人灌输信心，让他们第一次

to see themselves in a career.

看到自己能拥有一个职业生涯。

Now, some people worry.

现在，有些人开始担心了。

They ask us,

他们问我们,

"Aren't you sacrificing the quality of your candidate pool

“你这样做是不是 就降低了候选人的质量，

by including justice-involved individuals?"

让有犯罪记录的人参与进来?”

Just to be clear --

澄清一下--

fair-chance hiring is about increasing equity,

公平招聘是为了增加公平，

not about reducing our hiring standards.

而不是降低我们的招聘标准。

In fact, the Society for Human Resource Management

事实上，人力资源管理协会

has conducted extensive research in this space,

已经在这个领域进行了广泛的研究，

and they've found that 82 percent of hiring managers

他们发现 82% 的招聘经理

and 67 percent of HR professionals

和 67% 的人力资源专业人士

find that the quality of fair-chance talent

认为公平机会型人才

is the same or higher than employees without records.

比没有案底的员工 表现得一样甚至更好。

To assume that because someone has a criminal record,

假设因为一个人有犯罪记录，

they're not qualified,

他们就不符合资格，

is just not a correct assumption.

这是先入为主的假设。

In fact, for so many reasons,

事实上，由于种种原因，

for so many reasons,

由于种种原因，

they can become your most dedicated, your most motivated,

他们可以成为你最敬业、最积极、

your most hardworking employee,

最勤奋的员工，

because for them, the stakes are so much higher.

因为对他们来说， 这其中的利害关系要大得多。

But we knew, for this program to succeed,

但我们知道，要想让这个项目成功，

we had to take a look at our internal culture as well.

我们还必须审视一下 我们的内部文化。

We had to provide training for our leaders and our employees

我们必须为我们的领导人和员工

on the realities of the criminal justice system.

提供有关刑事司法 系统现实情况的培训。

Individuals involved in the criminal justice system

有犯罪记录的人

are subjected to a broad range of dehumanizing labels

被贴上了一系列广泛的非人性化标签，

that are meant to marginalize and stigmatize them.

这意味着他们被边缘化和污名化。

Instead, we use language that reflects their full identity

相反，我们使用的语言 反映了他们的完整身份，

and acknowledges their future, not just their past.

认同他们的未来， 而不仅仅关注他们的过去。

So we say “justice-involved” or “returning citizen,”

所以我们说 “涉及正义”或“回归公民”，

which allows individuals to reclaim their full selves, as people first.

它允许这些人首先作为人， 重新找回完整的自我。

And so what's funny,

有趣的是，

the more and more we started talking about this internally,

随着我们内部讨论的越来越多，

the more people started coming out of the woodwork,

越来越多的人开始跳出来，

sharing their own experience

分享他们自己的经历

and impact of the criminal justice system.

以及刑事司法系统的影响。

For example, one of our leaders in our claims area --

例如，我们的一位领导人 在我们刚刚说的那些领域--

I'll call him Michael --

我们叫他迈克尔吧--

he came out in one of our internal fair-chance hiring webinars

他在我们内部的一次 公平机会招聘网络研讨会上

about the story of his daughter,

透露了他女儿的故事，

who struggled with addiction

她与毒瘾作斗争，

and was subsequently convicted with a felony charge.

后来被判了重罪。

Michael was so moved by his daughter's experience

迈克尔被女儿的经历深深打动，

that he supports ongoing education for justice-involved individuals.

他支持为有犯罪记录的人 提供持续的教育。

His wife volunteers in jails and prisons,

他的妻子在监狱和监狱做志愿者，

because they both realize the importance of support

因为他们都意识到支持

in someone's reentry success.

对一个人重返成功的重要性。

And Michael, he believes in investing in whole people.

而迈克尔，他相信 应该为所有的人投资。

He doesn’t think that it’s right

他认为社会根据

that society would make decisions for someone

一个人的看法或长相

based on perception, or how they look.

而为他做决定是不对的。

And he has become one of our biggest champions in our organization

他已经成为我们公司 最大的支持者之一，

in hiring fair-chance talent.

在招聘公平机会人才方面。

Our fair-chance hires are anonymous.

我们的公平聘用是匿名的。

It's up to them if they want to share their experiences

这取决于他们自己，如果他们

with their coworkers or their managers.

想与同事或经理分享自己的经历。

But it's my hope for the future that we shift our culture

但我对未来的希望 是我们将我们的文化

from one of ignorance and blindness towards the formerly incarcerated

从一种对犯罪记录的无知和盲目

towards one of possibility and reconciliation,

转向一种有更多可能性和和解的文化，

and that this is no longer a taboo subject --

这不再是一个禁忌话题--

that coworkers will speak openly about their experiences

同事们会开诚布公地谈论他们的经历

and their family's experiences,

和家人的经历，

and we can support each other fully, as individuals.

作为个体，我们可以互相支持。

There are 1.8 million people in jail right now.

现在监狱中有 180 万人服刑。

And you may be thinking:

你可能会想:

"Is anybody in my corporation affected by the criminal justice system?"

“我公司里有人受犯罪记录影响吗？”

There's a very good chance that they are.

他们很有可能受到了影响。

And you may also think,

你可能还会想，

"Well, I don't know anybody

“嗯，我认识的人里

that's been impacted by the criminal justice system."

没人受到过犯罪记录的影响。”

Well, at the very least, you know me.

好吧，至少你现在认识了我吧。

I have a loved one that was incarcerated for over 14 years,

我的爱人曾经 在监狱中服刑超过 14 年，

and that was a struggle for my family,

这对我的家庭来说是一场苦战，

trying to support him and stay close to him,

我们试图支持他，和他保持联系，

but also move on with our day-to-day lives.

同时继续我们的日常生活。

And for 14 years,

而在这 14 年里，

I didn't say a word to my coworkers.

我对我对同事守口如瓶。

And that was a secret that took a toll.

这是一个代价高昂的秘密。

When he was finally released,

当他终于出狱以后，

he was so motivated to find employment near his home,

他非常积极地找工作， 在他的住所附近，

near his family.

在他的家庭附近。

But he couldn't find anybody that would employ him.

但没有一个人愿意雇佣他。

Eventually, he did find an employer

最终，他终于找到了一位雇主，

that saw past the worst thing he'd ever done

这位雇主能够原谅 他所做过的最糟糕的事情，

and gave him a fair chance.

并给他一个公平的机会。

He had to move across the country,

他不得不搬去国家那头，

but I'm happy to say that, 12 years later, he's thriving,

但我很高兴地说，12 年过去了， 他的事业蒸蒸日上，

all because someone took a chance on him.

这全都归功于有人 曾经给了他一个机会。

And what's true for me and my family is so true for so many Americans.

这对我和我的家庭来说无比真实， 对其他很多美国人来说也是如此。

For current employees and future employees,

对于现有和未来的雇员们来说，

criminal justice involvement must be included in DEI strategies.

DEI 战略中需要 加入消除犯罪记录的影响。

So based off of what we've learned,

所以基于我们学到的，

here are some steps to help you implement fair-chance hiring in your organization.

这里有一些步骤可以帮助你 在你的组织中实施公平机会招聘。

First of all ...

首先...

consider the qualifications for a candidate

在考虑应聘者的的资格时，

based on the role that they're applying for.

基于他们所应聘的职位进行考虑。

It sounds obvious when I say it --

当我说的时候，这听起来很明显--

hire someone for the skills needed for a job.

雇佣具备工作所需技能的人。

But the fact of the matter

但现实情况是

is justice-involved individuals are excluded from opportunities

有犯罪记录的人不会被考虑，

for trivial reasons.

因为一些微不足道的原因。

For example,

举个例子，

if you're hiring somebody in an IT role that calls for coding experience ...

如果你想雇佣一个 需要编码经验的 IT 人员……

isn't the most important qualification coding experience?

编码经验难道不是最重要的资格吗?

It matters less that they have a criminal history

他们有过犯罪史

or a gap in their résumé for the time they were incarcerated.

或者因此简历上 有段空白就不那么重要了。

Ask yourself:

问问你自己：

Do they have the skills and qualifications to perform the job?

他们有完成这项 工作的技能和资格吗?

If yes, consider hiring them.

如果答案是肯定的，考虑雇佣他们。

Toss out antiquated criteria and methods,

抛弃那些过时的标准和方式，

and consider a strengths-based approach instead.

考虑以能力为基础的方法吧。

Second,

第二，

make sure that there is a path for career growth and promotion

确保有职业发展和晋升的道路

for your justice-involved employees.

提供给你的那些 有过犯罪记录的员工。

Now the insurance industry is highly regulated,

现在，保险行业受到了高度监管，

and there are certain roles due to licenses

有一些的许可证可能会被撤销，

that may be off limits for certain past offenses.

因为过去的一些违规行为。

We don’t want to hire someone in an entry level

我们不想雇佣一个初级员工，

only to find out that they can't be promoted later.

只为了他们之后无法晋升。

So make sure that there is a clear path for growth and success

所以要确保有一条 清晰的成长和成功之路

in your company.

在你的公司里。

Third ...

第三...

realize that justice-involved employees may need help adjusting

是要意识到， 有犯罪记录的员工可能需要帮助

to your corporate culture.

来适应你的企业文化。

You want someone that’s self-motivated and self-directed and autonomous,

你想要一个自我激励、 自我指导、自主的人，

and that's the opposite from what they've experienced in prison.

而这与他们在监狱里 的经历正好相反。

Some managers have told me that their justice-involved employees

一些经理告诉我，他们的员工

didn't even realize that they didn't have to ask

甚至没有意识到他们上厕所

their supervisor's permission to take a bathroom break.

不需要得到主管的允许。

So it's a big culture shift,

所以这是一个巨大的文化转变，

but just know, with patience and grace,

但请记住，通过耐心和风度，

you can help your employees thrive.

你可以帮助你的员工茁壮成长。

And then finally,

还有最后一点，

just make sure that education and training in your DEI strategies

就是要确保你的 DEI 策略中的教育和培训

include human-centered language

包括以人为本的语言

and antibias training.

和反偏见培训。

At the end of the day ...

在一天结束的时候…

justice-involved jobseekers are human beings first,

追求公正的求职者首先是人，

and jobseekers second.

其次才是求职者。

If you nurture that human being,

如果你培养这个人，

just imagine the impact that you will have on their life,

想象一下你会产生怎样全面的影响， 对他们的生活、

their families, the community

家庭、社区

and your organization.

和你的组织。

Thank you.

谢谢。

(Cheers and applause)

（欢呼声和鼓掌声）