Chapel Hill should follow Durham’s lead and “ban the box” asking about job applicants’ conviction histories. Two years have passed since the city and county of Durham removed the question from initial applications for county jobs.
Perhaps uncoincidentally, the number of Durham county residents employed is at its highest since 2009, and rising. Instances of violent crime in the workplace — the most common objection to the ordinance — have not risen commensurately, according to a study by the Southern Coalition for Social Justice. Like the four states that passed similar laws statewide in 2014, Durham has done its part to help those convicted of crimes become productive members of their communities.
It is an unfair reality that the formerly incarcerated have severely reduced opportunities for honest employment compared to the average applicant, due largely to practices such as the conviction history box.
An honest response will likely eliminate that applicant from further consideration and will completely obscure that applicant’s merits. A 2009 study found that workplace turnover among ex-offenders was lower than that among non-offenders, indicating such a stigma is unfounded and harmful to ex-offenders and the community they could serve. Limiting access to work dooms the convicted to make a living in other criminalized spheres.
The elimination of ex-offender discrimination in Chapel Hill could boost employment and reduce the town’s recidivism rate. Chapel Hill leaders should take a serious look at banning the box and encourage private businesses to do the same.
