More employers are realizing that hiring people who’ve been involved with the criminal legal system isn’t just the right thing to do—it’s a smart move. Justice-impacted individuals bring grit, perspective, and a deep appreciation for opportunity. But hiring is just the first step. The real work—and the real payoff—comes when we create environments that give people the chance to grow, contribute, and stay.
The good news? Building a workplace that supports justice-impacted employees isn’t just about meeting their needs. These efforts actually make the workplace better for everyone. Here are three things every employer can do to create a more supportive, inclusive culture:
1. Be Flexible and Understanding
Let’s face it—life can be complicated. And for folks navigating reentry, it can be really complicated. Parole or probation requirements, mandatory court check-ins, or substance use recovery meetings can sometimes fall during work hours. A parole officer might say, “You need to come in now,” and that worker has to go. It’s not a choice; it’s compliance.
That’s why a little flexibility goes a long way. Whether it’s allowing for occasional schedule adjustments, giving advance notice for overtime, or simply checking in before making assumptions, flexibility shows your team that you see them as full human beings—not just workers on a schedule. And this doesn’t just help justice-impacted employees. Parents, caregivers, students—everyone benefits from a workplace that understands life happens.
2. Use Peer Mentorship to Bridge the Gap
One thing I’ve heard time and time again from justice-impacted workers is how hard it can be to ask for help—especially from supervisors. After spending years in environments where asking the wrong person the wrong question could have serious consequences, some folks have learned to keep their heads down and try to figure things out alone.
Peer mentorship changes that. Having someone on the team—another employee, not a manager—who can answer questions, offer guidance, and just check in makes a big difference. It not only helps the new employee feel supported, it also gives mentors a chance to build leadership skills and creates a stronger team overall. And let’s be real—starting any new job is stressful. Having a peer to lean on helps everyone, no matter their background.
3. Prioritize Psychological Safety
Many justice-impacted individuals carry a lot of shame about the past, even when they’ve completely turned their lives around. The fear of being judged—by coworkers, supervisors, or even themselves—can be heavy. That’s why creating a culture of psychological safety is so important.
This means building a workplace where people feel safe being their full selves. Where mistakes are met with coaching, not punishment. Where people are encouraged to speak up, share ideas, and ask for help. When you create that kind of environment, it doesn’t just benefit justice-impacted employees—it benefits your entire team. Because when people feel safe, they do better work. They stay longer. They grow.
At the end of the day, creating a supportive workplace isn’t about lowering the bar—it’s about leveling the playing field. It’s about recognizing that people’s pasts don’t define their potential. When we lead with compassion, build systems that support growth, and treat every employee with dignity, the ripple effects are huge. Not just for the justice-impacted folks—but for everyone in the building.
