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

Transcriber:

譯者: 思曼 黃 審譯者: Regina Chu

Over the last few years,

在過去幾年間，

corporations have made a major push

企業界大力推動

to prioritize diversity, equity and inclusion

以多元、平等與包容性為優先考量

in all aspects of their organizations.

納入他們組織的各個層面。

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

但是多元議題還不夠全面， 如果你不考慮那些

that have been involved in the criminal justice system.

捲入刑事司法系統的人。

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

捲入刑事司法足以影響某人的生活、

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

就業狀況與工作經歷，

It can even impact someone's mental health,

甚至影響到其精神狀態，

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

這影響與我們考慮的其他因素一樣多，

like race, age, gender and sexuality.

像是種族、年齡、性別與性取向。

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

並不是我們在公司裡 自願忽視這項議題，

it's just a massive blind spot.

這只是一個巨大的盲點。

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

我的意思是，沒有人真的 公開談論這項議題是其原因之一。

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

你、你的妻子與兒子， 現在可能在監獄裡。

You could spend every night missing them,

你可以每晚都想念他們，

every weekend in a visitation room

每個周末都在探監室裡度過，

and never mention it to your coworkers.

卻從未向你同事提起這件事。

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

這項議題沒有被真正提及的另一個原因

is because we're just uninformed.

只是因為我們不知情。

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

當我們聽見有人捲入刑事司法時，

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

我們的第一個想法可能是 「殺人兇手」或「暴力罪犯」，

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

但對於 230 萬目前 正與美國刑法打交道的人而言

involved in the US criminal justice system right now.

事實並非如此。

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

人們將事實聚焦在最壞的情況下，

is why nearly 75 percent of justice-involved individuals

這就是為什麼將近 75% 的罪犯

are unemployed a year after release.

在出獄之後一年仍失業。

So the question for us to consider is:

所以我們需要思考的問題是：

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

「作為企業，我們能為此做些什麼?」

I've served in leadership roles across American Family,

我曾在「美國家庭保險公司」 擔任領導職務，

including overseeing our corporate social responsibility strategy, or CSR.

包括監督我們的 企業社會責任策略，又稱 CSR。

Like many companies,

就像許多公司一樣，

we partner with local and national nonprofits,

我們與地方及國家的非營利組織合作，

we organize employee volunteer opportunities,

我們籌劃員工志願機會，

and we donate to meaningful causes.

並且我們捐贈給有意義的事業。

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

2018 年，我們成立了美國家庭 保險公司企業與社會影響研究所，

to drive change and to close equity gaps across America.

以推動變革並縮小 美國各地的公平差距。

And within that mission,

而在這個使命中，

we're partnering with experts and organizations

我們與專家與組織合作，

that are working to support families and individuals

他們皆致力於支持那些

that have been impacted by incarceration.

受到監禁影響的家庭與個人。

So the more and more we talked to these partners,

因此我們與這些 合作夥伴的談話也越來越多，

and we heard about criminal justice reform,

我們聽說了刑法改革的事情，

the more I started to think.

於是我開始思考的更多了。

What are we doing internally about this issue?

我們如何從內部改善這個問題?

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

也許我們需要先解決自己的問題。

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

我們最明顯的改善即是招聘。

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

現在正在監獄服刑的人，95%

will be released,

會被釋放，

and finding employment is difficult,

並且很難找到工作，

particularly if you have a criminal record.

尤其是你有犯罪紀錄。

Some companies will just flat out refuse to hire you,

有些公司會直接拒絕僱用你，

and even if you have the skills and the qualifications,

即使你有技能資格證照，

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

一旦他們發現你有犯罪紀錄， 一切就結束了。

And this is a huge problem,

這是一個大問題，

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

因為我們都知道 防止某人重返監獄的最佳方法之一

is employment.

即是就業。

And in some cases,

而在某些情況下，

employment is a condition of someone's parole.

就業是某人獲得假釋的條件。

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

我的同事告訴我，她遇見一個

who was released from prison on parole.

被假釋出獄的男人。

The garage where he'd been working was closing,

他工作的修車廠準備停業，

and he was unable to find another job,

他也沒辦法找到另一份工作，

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

這意味著這男人 將因違反假釋規定而重新入獄。

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

男人告訴她，他寧願自殺 也不願再次回到監獄。

She spoke with him for about 45 minutes,

我同事與他談了約 45 分鐘，

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

她不確定她所說的話 對這位男士的前途有任何幫助。

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

雇用有前科的人不僅是一種善舉，

an act of charity.

慈善行為。

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

這可能真的是生死攸關的問題。

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

因此，對我們來說，改進我們的 雇用條件最快、最簡單的方法

was remove any up-front questions about criminal history

是在我們的求職申請上

刪掉任何關於犯罪紀錄的預設問題。

on our job applications.

We got rid of anything that said

我們破除了求職的既定條件

"Check here if you have a criminal record."

「如果您有犯罪記錄，請在此處打勾。」

We then updated our public-facing job postings

然後，我們更新了 對大眾發布的求職條件，

to indicate that we consider qualified candidates

以表明我們將具有犯罪紀錄的

合格候選人納入考量。

with criminal histories.

These two interventions were simple.

這兩項改變的目的很簡單。

They required minimal effort on our part,

我們不需要花費太多的心思，

and I believe that other employers should follow suit.

我也相信其他雇主會效仿這套方法。

But then, we took things a step further,

但隨後，更進一步的是，

and we created intentional partnerships

我們建立了有意的合作關係

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

來確保在我們的人才培養管道中 包含了具有前科的人。

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

許多公司—— 我們也不例外——

have partnerships with colleges and universities.

與各個學院和大學建立合作關係。

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

你們知道的，我們從一群 應屆畢業生中招聘員工，

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

曉得他們具備工作所需的才能與技能。

But what we also know is that today,

但我們也知道，現今，

many prisons offer advanced professional training

許多監獄提供有關 寫程式等技能的高等專業培訓。

on skills like coding.

As corporations,

作為企業，

we can form relationships with these programs as well

我們也可以與這些計劃建立合作關係，

and include them in our talent pipeline.

並將其列入人才培養管道。

For example, we have an employee,

舉例來說，我們有個員工

after serving time in jail,

在監獄服刑後，

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

透過我們的合作關係的管道 加入我們的團隊。

We'll call him David.

我們都叫他大衛。

David joined us earlier this year,

大衛在今年年初加入我們，

and with the support of his manager,

在他經理的支持下，

he is outperforming his peers.

他的表現優於其他同輩。

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

他正走在通往更高晉升機會的道路上。

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

藉由向更生人提供正向的工作經驗，

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

我們也許可以改變 他們與其家人的人生。

Financial stability can have an incredible impact

擁有穩定的收入 足以讓我們的日常生活

on our day-to-day life,

產生難以置信的影響，

and the support of a manager

而經理的支持

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

可以讓某人建立信心， 這也是第一次

to see themselves in a career.

在職業生涯中找到自己的定位。

Now, some people worry.

現在，有些人對此感到憂慮。

They ask us,

那些人問我們，

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

「你們不是透過考慮雇用更生人

by including justice-involved individuals?"

來犧牲錄取的候選人素質嗎?」

Just to be clear --

需要釐清的是——

fair-chance hiring is about increasing equity,

公平機會的招聘是為了提升平等性，

not about reducing our hiring standards.

而不是降低我們的招聘標準。

In fact, the Society for Human Resource Management

事實上，美國人力資源管理協會

has conducted extensive research in this space,

在這個領域進行了廣泛的研究，

and they've found that 82 percent of hiring managers

他們發現 82% 的招聘經理

and 67 percent of HR professionals

和 67% 的人力資源專業人員

find that the quality of fair-chance talent

認為透過公平機會 招聘進來的人才素質

is the same or higher than employees without records.

與沒有前科的員工相同，甚至更高。

To assume that because someone has a criminal record,

假設某人因為有犯罪紀錄，

they're not qualified,

而無法被錄取，

is just not a correct assumption.

對企業而言，這並不是個正確的選擇。

In fact, for so many reasons,

事實上，出於許多原因，

for so many reasons,

出於許多原因，

they can become your most dedicated, your most motivated,

他們能夠成為你最敬業、最積極、

your most hardworking employee,

與最勤奮的員工，

because for them, the stakes are so much higher.

因為對他們來說， 這是個相當大的賭注。

But we knew, for this program to succeed,

但我們知道，若要使這個計劃成功，

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

我們也必須加強審視內部培訓規劃。

We had to provide training for our leaders and our employees

我們必須為公司的 高層與員工提供關於

on the realities of the criminal justice system.

實際的刑法培訓課程。

Individuals involved in the criminal justice system

具犯罪前科的人

are subjected to a broad range of dehumanizing labels

會被大眾貼上泯滅人性的標籤

that are meant to marginalize and stigmatize them.

旨在邊緣與汙名化他們。

Instead, we use language that reflects their full identity

相反的，我們透過語言 反映他們的完整身分

and acknowledges their future, not just their past.

也認可了有他們存在的未來， 而不僅僅是過去。

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

所以我們所說的 「更生人」或「回歸社會」，

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

皆使其回歸到以人為本的概念。

And so what's funny,

好笑的是，

the more and more we started talking about this internally,

當我們開始在公司內部 越討論這個話題，

the more people started coming out of the woodwork,

就有越多人開始滔滔不絕的

sharing their own experience

分享他們的經驗

and impact of the criminal justice system.

與刑法給他們帶來的影響。

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

舉例來說，我們公司的高層之一 也投入於我們的計劃中——

I'll call him Michael --

我會叫他邁克爾——

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

他在我們內部的一個 公平機會招聘網路研討會上露面

about the story of his daughter,

談論關於他女兒

who struggled with addiction

與毒癮鬥爭的親身經歷，

and was subsequently convicted with a felony charge.

她隨後因重罪指控而被定罪。

Michael was so moved by his daughter's experience

邁克爾因為他女兒的經歷 而對此相當有感觸

that he supports ongoing education for justice-involved individuals.

因此他支持對受刑人進行教育訓練。

His wife volunteers in jails and prisons,

他的妻子在監獄做志工服務，

because they both realize the importance of support

因為他們皆意識到，支持這計劃

in someone's reentry success.

對於受刑人能成功重返社會的重要性。

And Michael, he believes in investing in whole people.

而邁克爾，他相信投資全民。

He doesn’t think that it’s right

他並不認為

that society would make decisions for someone

社會根據既定印象與外表

based on perception, or how they look.

而對某人貼上標籤是對的。

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

在招聘公平機會人才方面

in hiring fair-chance talent.

他已成為我們組織中最大的擁護者之一。

Our fair-chance hires are anonymous.

我們的公平機會招聘是匿名的。

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

是否想與他們的 同事或經理分享其經驗

with their coworkers or their managers.

可以由他們決定。

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

但我對未來的希望是 我們能將自身文化

from one of ignorance and blindness towards the formerly incarcerated

從過去對受刑人的無知與忽略，

towards one of possibility and reconciliation,

轉變成充滿可能性與包容的文化，

and that this is no longer a taboo subject --

這將不再是一個禁忌話題——

that coworkers will speak openly about their experiences

同事們會開誠佈公地分享他們

and their family's experiences,

以及其家人的經歷，

and we can support each other fully, as individuals.

作為個人，我們可以相互扶持。

There are 1.8 million people in jail right now.

現在有 180 萬人被監禁在監獄裡。

And you may be thinking:

而你可能會想：

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

「在我的公司裡有人是受到 刑事司法系統影響嗎?」

There's a very good chance that they are.

他們很有可能是。

And you may also think,

你可能還會想，

"Well, I don't know anybody

「好吧，我不知道有誰

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

是曾受到刑事司法系統影響的。」

Well, at the very least, you know me.

好吧，至少，你知道我。

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

我有一個被監禁超過 14 年的親人，

and that was a struggle for my family,

這對我的家人來說是一場長期抗戰，

trying to support him and stay close to him,

我們不僅努力支持他 並與他保持密切的聯繫，

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

也要過好我們的生活。

And for 14 years,

十四年來，

I didn't say a word to my coworkers.

關於這件事， 我對我的同事隻字未提。

And that was a secret that took a toll.

沒想到守住這個祕密 將會影響他的未來發展。

When he was finally released,

當他最終獲釋時，

he was so motivated to find employment near his home,

他非常積極的在他家附近 尋找工作機會，

near his family.

就近與他家人相處。

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

但是他卻無法找到工作。

Eventually, he did find an employer

最後，他找到一位雇主

that saw past the worst thing he'd ever done

知道他有犯罪前科

and gave him a fair chance.

並給予他一個公平的機會。

He had to move across the country,

他必須橫跨全國搬到工作地，

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

但我可以很高興的說， 十二年過去，他也成長了，

all because someone took a chance on him.

全因為有人願意給他機會。

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

這對我和我的家人來說是如此， 對許多美國人來說也是如此。

For current employees and future employees,

對於現任員工與未來員工，

criminal justice involvement must be included in DEI strategies.

必須將更生人列入多元平等政策中。

So based off of what we've learned,

因此，根據我們學到的知識，

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

這裡有一些步驟可以幫助你實施 你公司的公平招聘計劃。

First of all ...

首先...

consider the qualifications for a candidate

根據求職者應徵的職位

based on the role that they're applying for.

來考慮他是否合適。

It sounds obvious when I say it --

這話十分淺顯易懂——

hire someone for the skills needed for a job.

雇用的標準是在 他是否具備工作所需技能。

But the fact of the matter

但實際上是

is justice-involved individuals are excluded from opportunities

出於一些微不足道的原因

for trivial reasons.

使得更生人被排除在機會之外。

For example,

舉例來說，如果您正在招聘

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

需要寫程式經驗的資訊科技人員...

isn't the most important qualification coding experience?

最需要的具備經歷 不就是寫程式的經驗嗎?

It matters less that they have a criminal history

他們有犯罪前科並不重要

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

或者在服刑期間的空白簡歷。

Ask yourself:

請你們反問自己：

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

他們是否具備勝任 這項工作的技能和資格？

If yes, consider hiring them.

如果是，請考慮僱用他們。

Toss out antiquated criteria and methods,

請擺脫陳舊的標準與做法，

and consider a strengths-based approach instead.

並考慮採用以實力為優先考量。

Second,

第二點，

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

請確保有犯罪紀錄的員工

for your justice-involved employees.

具備職涯發展和晉升的途徑。

Now the insurance industry is highly regulated,

現在的保險業受到嚴格的管控，

and there are certain roles due to licenses

由於一些執照的限制

that may be off limits for certain past offenses.

使得某些人可能因過去 違法的行為而被拒之門外。

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

我們不想雇用一些 仍是初級水平的求職者

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

到後來才發現他們沒辦法升遷。

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

因此，請確保你的公司 具備一條明確的管道

in your company.

使有犯罪紀錄的員工 擁有平等機會能成功發展。

Third ...

第三點...

realize that justice-involved employees may need help adjusting

必須意識到有前科的員工 可能需要幫助以適應

to your corporate culture.

你的企業文化。

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

你想要的是一名能夠 自動自發、自律與自主的員工，

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

而這與他們在監獄中的經歷相反。

Some managers have told me that their justice-involved employees

一些經理層級的人告訴我 他們具犯罪紀錄的員工

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

甚至不曉得他們不必徵求

their supervisor's permission to take a bathroom break.

上司的同意就可以去上廁所。

So it's a big culture shift,

所以這是一個重大的文化轉變，

but just know, with patience and grace,

但請你知道，只要胸懷耐心與大器，

you can help your employees thrive.

就能使你的員工成長茁壯。

And then finally,

最後一點，

just make sure that education and training in your DEI strategies

要確保在你公司的 多元平等政策的教育訓練中

include human-centered language

具備人人皆能理解與習得的內容

and antibias training.

以及反偏見的培訓課程。

At the end of the day ...

為今天的演講下個總結...

justice-involved jobseekers are human beings first,

面對有前科的求職者 首先請把他們當作普通人看待。

and jobseekers second.

其次才是求職者。

If you nurture that human being,

如果你公司正培育著一群人，

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

請想像一下你將對他們的生活、

their families, the community

家庭、社區

and your organization.

與你的團隊產生的影響。

Thank you.

感謝聆聽。

(Cheers and applause)

(掌聲與歡呼聲)