Date of Award

1-1-2017

Language

English

Document Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

College/School/Department

School of Criminal Justice

Content Description

1 online resource (iii, xii, 222 pages)

Dissertation/Thesis Chair

Shawn D Bushway

Committee Members

Megan C Kurlychek, Justin T Pickett, Christy A Visher

Keywords

criminal record, desistance, employment, redemption, risk assessment, Employee screening, Employee selection, Ex-convicts, Criminal investigation

Subject Categories

Criminology

Abstract

Recent research efforts have documented resistance from employers in hiring individuals with criminal records. In response, advocates and policymakers have implemented strategies ranging from grassroots movements that delay criminal record inquiries to federal guidance that directs decision makers to conduct “individualized assessments.” However, it is not clear precisely what information employers actually are (or should be) seeking when they conduct criminal background checks. Furthermore, there may be a catch-22: while employment might promote desistance, applicants may need to demonstrate that they do not pose an undue risk before being able to secure a job or license (Maruna 2009). Since desistance involves maintained absence from crime, the policy dilemma is how and when decision makers can effectively “target the absence.”

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