In Lebanon, OH between Dayton and Cincinnati, Marcus Sheanshang of JPM Manufacturing has taken a bold approach with regards to hiring workers with a criminal record.
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| Already, Sheanshang says, a couple of second chance employees have been promoted to supervisory positions in the factory. |
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He does it all the time.
According to a recent profile on the web site of the National Association of Manufacturers (NAM), 25% of JBM’s employees are what the company calls “fair chance” hires, or those who have been involved with the criminal-justice system.
Sheanshang expects that proportion to grow to 50% of the workforce in the coming years.
So how did this contrarian story begin, and how is it working out?
The article says Sheanshang began the hiring program about five years ago when looking for creative strategies to address persistent labor shortages. Now, JPM actively recruits future workers from 30 correctional institutions and halfway houses.
Potential workers just aren’t applying for manufacturing jobs, Sheanshang says, telling NAM that “Fair chance hiring really plugged that hole for us and allowed us to grow and get the right team members on our team who share our values. When they get out of prison, they have a spot here at JBM.”
That is something really different for sure, with criminal activity dooming many potential hires.
The JBM program has limits. People charged with sex crimes, crimes against women or crimes against children won’t be hired. But beyond those restrictions, JBM is committed to hiring and supporting all others who want and are eligible to work.
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 And JBM makes investments in the program beyond just the hiring policy. The company brought on a “change coach” who works with all JBM employees to help them find housing, purchase a car and more. It is adding a second such position.
The company will also soon open a second plant in downtown Cincinnati. It believes there it can increase in the number of second chance hires because there are more transportation option to get to work compared to part suburban, part rural Lebanon.
Already, Sheanshang says, a couple of second chance employees have been promoted to supervisory positions in the factory.
“This is not stuff that’s given to them,” Sheanshang said. “This is stuff that they’re earned.”
It turns out the NAM partner The Manufacturing Institute recently launched its second chance hiring initiative, which helps companies recruit and retain individuals with criminal records.
You can find more information about that here: Second Chance Hiring
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