As a major player in the global shipping and logistics industry, DHL is not only an important employer, but also a influential corporate citizen. The company‘s policies and practices have far-reaching impacts, not just on its own workforce, but on the communities it serves and the economy as a whole. This is especially true when it comes to the hot-button issue of hiring job seekers with felony convictions.
In this comprehensive analysis, we‘ll take a deep dive into DHL‘s approach to second chance hiring, drawing on insider knowledge of the retail and consumer industry. We‘ll look at the company‘s official policies, real-world hiring practices, and how it compares to other major employers. Plus, we‘ll explore the business case for giving former felons a fair shot at employment, and the ripple effects on society when companies open their doors to those with criminal records.
The Challenge of Employment After Prison
To understand the significance of DHL‘s hiring policies, it‘s important to first examine the immense barriers to employment faced by the formerly incarcerated. Consider these sobering statistics:
- According to a study by the Prison Policy Initiative, the unemployment rate for formerly incarcerated people is 27% – nearly five times higher than the general population. (Source)
- A 2018 report by the Society for Human Resource Management found that 82% of managers feel that employees with criminal records perform the same as or better than workers without records. Yet only 5% of managers actively recruit candidates with criminal histories. (Source)
- Estimates suggest that the U.S. economy loses between $78 and $87 billion in annual GDP due to the reduction in employment prospects for formerly incarcerated individuals. (Source)
The impact of these employment barriers goes far beyond individual hardship. When large numbers of formerly incarcerated individuals are locked out of the workforce, it can fuel cycles of poverty, recidivism, and intergenerational disadvantage that have devastating consequences for families and communities.
DHL‘s Approach to Second Chance Hiring
So where does DHL stand when it comes to offering job opportunities to former felons? Let‘s break it down:
Official Policies
As mentioned earlier, DHL‘s official hiring policies do not specifically mention criminal records in their equal employment opportunity statement. However, the company does state that it will conduct background checks on applicants after a conditional offer of employment, going back 7 years.
This 7-year lookback window is in line with the federal Fair Credit Reporting Act (FCRA), which prohibits consumer reporting agencies from disclosing arrests that did not result in conviction that are more than 7 years old. Many states have additional laws limiting the use of criminal records in employment decisions.
From a retail and consumer expert perspective, DHL‘s background check policy strikes a reasonable balance. It allows the company to screen for recent, relevant offenses while avoiding overly broad exclusions based on older or minor charges. This individualized approach is consistent with best practices recommended by industry groups like the National Retail Federation, which advises employers to "consider the nature of the conviction and whether it is directly related to the job in question." (Source)
Hiring Practices
Official policies are one thing, but how does DHL‘s approach to hiring felons play out in practice? As we saw from the first-hand reports shared earlier, there are certainly examples of former felons who have been hired by DHL after disclosing their records. However, experiences vary, and a felony conviction can still be a significant barrier.
One important factor is the specific role the candidate is applying for. Entry-level positions like package handler or delivery driver may be more open to those with criminal histories compared to jobs involving sensitive data, security clearances, or financial responsibilities. This aligns with NRF guidance that "the type of conviction should be considered in relation to the type of job being sought."
Another key consideration is time passed since the offense and evidence of rehabilitation. Retail and consumer industry experts generally recommend that employers give more weight to recent convictions, while being more open to candidates who have demonstrated a track record of successful employment and community engagement since their offense.
Some major retailers have implemented formal "ban the box" policies, removing criminal history questions from initial job applications. DHL has not taken this step, but the company‘s practice of conducting background checks only after a conditional offer suggests a similar intent to avoid automatically screening out qualified candidates based on their record.
Second Chance Programs
Beyond its general hiring practices, DHL has shown a commitment to second chance employment through targeted initiatives and partnerships. For example:
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In 2018, DHL partnered with the 100,000 Opportunities Initiative, a coalition of employers committed to providing pathways to employment for young people, including those with criminal records. Through the partnership, DHL hosted job fairs and hiring events focused on youth from underserved communities. (Source)
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DHL participates in the federal Work Opportunity Tax Credit (WOTC) program, which provides tax incentives for employers who hire individuals from certain target groups, including ex-felons. In FY2021, the WOTC program helped over 31,000 ex-felons secure employment. (Source)
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The company has also supported legislative efforts to reduce barriers to employment for those with records, such as California‘s AB 1008 "ban the box" law. In a 2017 letter to lawmakers, DHL‘s head of U.S. human resources expressed the company‘s view that "AB 1008 is a common-sense reform that will help reduce recidivism and create economic opportunity." (Source)
These targeted efforts demonstrate a recognition by DHL of the unique challenges faced by job seekers with criminal records, and a willingness to invest in solutions. By participating in second chance coalitions and supporting public policies, DHL is helping to shift employer perceptions and create more pathways to career success for the justice-involved.
The Business Case for Second Chance Hiring
DHL‘s approach to hiring former felons is not purely altruistic – there is also a strong business case for second chance employment. Research has repeatedly shown that employees with criminal records perform as well as or better than their peers, with lower turnover rates and higher engagement.
For example, a study by the ACLU found that "employees with criminal records are 1-1.5% more productive on the job than people without records," and that hiring people with records can increase employee retention by up to 4%. (Source)
In the retail and consumer industry specifically, turnover is a major challenge and cost driver. A report by the Center for Retail Compliance estimates that the average cost of replacing a single frontline retail employee is over $3,300. (Source) By tapping into the talent pool of job seekers with felony records who often face limited employment options, companies like DHL can improve retention and reduce costs.
There are also growing consumer expectations for corporate social responsibility and inclusive hiring practices. A 2021 study by Accenture found that 50% of global consumers "say that the ethical, sustainable and social impact of retailers has become more important to their purchase decisions." (Source) By embracing second chance hiring, DHL and other employers can demonstrate a commitment to social impact that resonates with today‘s consumers.
Finally, hiring the formerly incarcerated can have positive ripple effects on the wider economy. Estimates suggest that increasing employment for formerly incarcerated individuals could boost the U.S. economy by $65 billion per year. (Source) By providing career pathways and reducing recidivism, second chance employers are not only improving individual lives, but contributing to the economic health of communities.
Advice for Former Felons Seeking Employment
For former felons looking to build a career at DHL or other retail and logistics employers, here is some expert advice:
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Highlight your skills and qualifications. Focus on the abilities you bring to the table, rather than your past mistakes. Use your resume and cover letter to showcase relevant work experience, training, and soft skills like teamwork and communication.
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Be strategic in your job search. Target employers known for inclusive hiring practices and look for roles that align with your background and goals. Take advantage of job fairs, workforce development programs, and community organizations that specialize in placement for the justice-involved.
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Know your rights. Familiarize yourself with state and local laws governing the use of criminal records in hiring decisions. For example, many jurisdictions now have "ban the box" laws limiting when employers can ask about criminal history. (Source)
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Prepare to discuss your record. While you may not be asked about your criminal history on an initial application, be ready to have an honest conversation at some point in the hiring process. Practice a brief, factual explanation of your offense, the circumstances involved, and what you have learned and accomplished since then.
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Seek out support and resources. There are many organizations dedicated to helping former felons navigate the job market and build successful careers. Look for local re-entry programs, job training opportunities, and mentorship networks. The National Hire Network maintains a directory of state and local resources for justice-involved job seekers. (Source)
By being proactive, persistent, and strategic in their job search, former felons can overcome employment barriers and find meaningful opportunities with second chance employers like DHL.
Conclusion
As a leader in the shipping and logistics industry, DHL has a significant influence on employment practices and economic opportunity. By embracing second chance hiring and offering individualized consideration to job seekers with criminal records, the company is setting an example for other employers and helping to break down barriers for the formerly incarcerated.
While DHL‘s approach is not perfect and experiences can vary, the company‘s policies and programs demonstrate a commitment to inclusive hiring and social impact. And as the business case for second chance employment becomes increasingly clear, more and more employers in the retail and consumer industry are likely to follow suit.
For former felons seeking to rebuild their lives and careers, DHL and other second chance employers offer a glimmer of hope. By focusing on their skills and qualifications, being strategic in their job search, and taking advantage of available resources and support, justice-involved job seekers can find the opportunities they need to thrive.
Ultimately, the issue of second chance hiring is about more than just individual employer practices. It‘s about creating a more equitable and inclusive economy that offers redemption, opportunity, and hope to all. As a society, we all stand to benefit when we open doors to the formerly incarcerated and help them become productive, contributing members of our communities.