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Supporting ex-offenders in transitioning to employment
Editorial by Christian Saint Cyr
National Director / Canadian Job Development Network
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Several years ago, I was invited by a local employment centre to deliver a presentation on the labour market to a group of ex-offenders who were engaged in job search. In theory, I was there to educate them about the labour market but it was far more enlightening for me.
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As each participant went around the room to share their experience with job search and trying to re-enter society, I was struck by the enormous challenges many of these individuals face.
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Whether it is explaining gaps in their work history, concern over whether a criminal record check would be required, bonding or the fear of being discovered, ex-offenders struggle with a burden that will follow them throughout the rest of their lives.
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I'm accustomed to people having barriers to employment. Perhaps they are new to the job market, lack skills, need Canadian experience or certification. They may have difficulty accessing transportation, childcare or educational supports. In most cases, whatever the challenge, job seekers can typically address these challenges, overcome them and move on.
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In the case of former inmates, they can take all of these steps and their criminal conviction will continue to be a barrier that precludes them from certain types of employment and volunteer work. Even if they work in an occupation where a criminal record is not a factor, they could live with the ongoing concern that their criminal past could be discovered and change how their employer, colleagues and customers perceive them.
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Unemployment rates for this group are nearly five times higher than the general population, with many facing barriers such as stigma, limited skills, and poor job readiness, according to the John Howard Society of Canada.
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In case you think this is a very small group of individuals, approximately 4 million Canadians have a criminal record. This represents about 10 per cent of the population.
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The employment outcomes for ex-offenders are staggeringly poor. A report by the John Howard Society of Ontario indicated that 14 years after release, only half of previously incarcerated individuals had found employment.
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Formerly incarcerated individuals have a lower labour market participation rate (51%) compared to the general Canadian population (69%). Those who find work often earn low wages, with an average income of $14,000 per year.
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Women and Indigenous individuals face greater challenges. For example, women offenders were found to have a 39% employment rate compared to 52% for men. Women also tend to take longer to find employment (median 10 months) compared to men with a median of six months.
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It was for this reason, I was deeply concerned to read that as part of the cuts planned by the federal government, they plan to eliminate library technicians and employment co-ordinator positions in federal penitentiaries, a move critics worry could affect inmate recidivism and reintegration.
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There are 58 federal correctional institutions managed by the Correctional Service of Canada (CSC) across the country.
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Federal budget cuts means the department needs to come up with over $132 million in savings over the next three years, as the government plans to slash the public service. Correctional Service Canada (CSC) alone plans to cut over 400 positions, through means including workforce adjustment and career transitions.
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The unions representing library technicians and employment co-ordinators say those jobs account for just under 50 of the positions to be cut.
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"In total, these salaries amount to less than one per cent of the correctional services budget, but the consequences will be felt by all Canadians and could end up costing society far more in the long run," said Nathan Prier, president of the Canadian Association of Professional Employees.
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The federal department says plans are still being finalized but points to an ongoing effort to "increase online resources" for inmates.
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"Many sites across the country have already been operating with a modern library model and without a dedicated librarian on site," a CSC spokesperson said.
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But Catherine Latimer, the executive director of the John Howard Society of Canada, says that in a federal prison system where about 75 per cent of people who enter don't have a high school diploma or equivalent, in-person assistance is a must.
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Community employment co-ordinators help inmates become job-ready and find employment when they are released.
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"This support increases the likelihood of the offender's safe and successful reintegration," according to the federal department's website.
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But when asked about these cuts, CSC said the role is effectively redundant.
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The cuts will "reduce duplication with what is already available in the community," a spokesperson said, pointing to the work of non-governmental organizations, Employment and Social Development Canada programs and parole officers.
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But the Union of Safety and Justice Employees, which represents the employment co-ordinators, says it's unrealistic to expect community agencies or external organizations will assume all of their work — like handling complex cases and building relationships with local employers.
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While CSC may think that the internet is all that inmates will need to be able to effectively transition to employment, we in the career development world realize it takes the ongoing support of career professionals to make this transition. Either way, it seems this responsibility is being offloaded to the broader career development sector.
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When marketing ex-offenders, as with all job search clients, it helps to make a business case. According to the 'Job Developers Pitch Deck', developed by the Fair Chance Hiring Coalition:
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Employees with criminal records have a 13 per cent lower turnover rate than those without one, according to a study from Northwestern University. They’re also no more likely to be fired for misconduct than any other employee.
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According to the Society for Human Resource Management, 67 per cent of HR professionals and 82 per cent of managers feel that the “quality of fair chance talent is about the same or higher than that of workers without records.”
- Not only that, but 74% of both managers and HR professional surveyed believe the cost of hiring individuals with criminal records is the same as or lower than that of hiring individuals without criminal records.
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Fair Chance Hiring notes, "80% of us strongly believe that people who have served their time should have the chance to work again. We may not always align on solutions for societal challenges, but in this case the belief spans age, gender, region and education. It’s in our DNA to offer our neighbours opportunity. It’s also reflected in our purchasing decisions."
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They claim, 58% of consumers would be more likely to buy products or services from a company if they provide employment opportunities to people with a criminal record. As more consumers seek out brands that align with their values, Fair Chance Hiring believes this presents an opportunity to take leadership on an issue that matters to Canada.
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The Province of Alberta provides an excellent resource for coaching individuals with a criminal record in seeking employment. They note, most employers can legally ask about criminal charges or convictions on job applications and in interviews. They can also conduct police information checks or security screenings. They can also choose not to hire an individual based on what they find.
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Employers in federally regulated organizations, such as chartered banks and airlines, are governed by the Canadian Human Rights Act. It protects candidates from discrimination—and not being hired—but only if they’ve been granted a record suspension, previously known as a pardon. Employment and Social Development Canada provides a list of federally regulated employers.
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Some employers may look at the nature of an offence and how long ago it happened. They may decide a person's record isn’t an issue. Different employers require different levels or types of screening in their hiring procedures. In some industries, such as counselling, social work, or health care, a criminal record may close doors.
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A criminal record can affect a candidate's ability to land a job, but it can also affect their ability to cross the border for training, or to attend a tradeshow or conference.
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Depending on a person's offence, they may be eligible to apply for and obtain a record suspension. They would need to visit the Parole Board of Canada for more information on record suspension eligibility.
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Candidates can only apply for a record destruction if they were charged but not convicted or found guilty of a charge.
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On the Province of Alberta's website, they encourage ex-offenders to answer truthfully.
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When individuals are applying for a job, they shouldn’t lie about a criminal record and hope no one finds out. Their employer may learn about your background if:
- The candidate's references mention it
- Their parole or probation officer visits or calls them at work
- They need time off to attend mandatory programs or court dates
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If a job candidates is not required to provide or consent to a criminal record check, they do not have to disclose or mention it. This is also true if they are not asked about their criminal record. Candidates will likely clear a criminal record check if they were:
- Charged or arrested but not convicted
- Referred to alternative measures (for example, an anger management course or community service) and have completed all the requirements
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Granted a record suspension
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Candidates may be asked if they are bondable. This means an employer can take out insurance against the possibility that an employee might steal from them. Depending on the nature of a person's conviction, this insurance may be expensive or hard to get. Having a record does not necessarily mean a person isn’t bondable. Individuals with a criminal record should check with their local police department to find out how their record may affect their ability to be bonded.
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There are amazing resources and organizations out there that assist people in overcoming a criminal record to go on to employment. These include: the Elizabeth Fry Society; L.I.N.C.; PACT Urban Peace Program; Pardons Canada; The Bridge Prison Ministry; and the John Howard Society of Canada.
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While supports will go a long way to help people achieve sustainable employment, there are psychological, emotional and perspective challenges that are equally as challenging for people who've been incarcerated.
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In the career development field, we play an important role in helping people understand that their past actions do not define who they are as people. Job seekers wanting to make a fresh start, offer a valuable contribution and create a new life for themselves should be embraced by society and employers. This should certainly extend to those individuals who've come from incarceration.
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We’ll be discussing the challenges confronting small businesses at our #MotivatingMondays meeting of the Canadian Job Development Network, Monday March 23rd at 8:30am Pacific; 9:30am Mountain; 10:30am Central; 11:30am Eastern; 12:30pm Atlantic and at 1pm in Newfoundland.
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On the morning of Monday March 23rd 'Click this Link' to join the session.
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Look out for....
Canada Strong:
16 ways trade is changing our labour market
The 2026 Labour Market Conferences
50% Discount Until March 31, 2026
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We're excited to be hosting five separate online conferences for five separate regions of Canada:
Alberta (May 28th/29th);
British Columbia (June 4th/5th);
Canadian Prairies (June 11th/12th);
Ontario (June 18th/19th)
Atlantic Canada (June 25th/26th)
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Up until next week Tuesday March 31st, everyone who registers is going to benefit from a 50% Discount on their registration.
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To learn more, email Christian Saint Cyr, at: csaintcyr@labourmarketonline.com.
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