According to an Aug. 4 news release, the province’s government is investing more than $600,000 to support the Pathways program — a three-year project by the John Howard Society of Newfoundland and Labrador.
Specifically, the Pathways program “aims to enhance employment opportunities for individuals with criminal justice involvement” — and in so doing help “address labour shortages” and reduce instances of reoffending.
The John Howard Society is a long-standing non-profit agency advocating for former inmates, those with criminal records and others involved in the criminal justice system when it comes to challenges such as finding accommodation and employment.
“The new Pathways program will build on existing services such as employment support, youth programming and assistance with record suspensions,” states the news release.
Pathways is delivered in two phases:
Phase One focuses on research and interviews with employers, justice professionals and those with “lived experience.” It also works to foster relationships with employers “for future job placements.”
Phase Two involves collaborating with community groups, employers and “educational institutions to introduce participants to the construction and trades industry.” This phase also includes in-class training, training for short-term jobs, and a four-week, subsidized job placement.
Pathways will initially be offered in the capital of St. John’s. It will “leverage existing programs” to provide “wrap-around support” in breaking down barriers involving mental illness and substance abuse.
John Howard Society of N.L. executive director Melissa Noseworthy said her organization is “proud to be part” of Pathways.
“Pathways empowers participants with the skills, confidence, and support they need to succeed professionally while aligning with their personal goals and aspirations,” said Noseworthy in a statement. “This initiative not only fills critical gaps in our local labour market, but also strengthens community safety and fosters lasting recovery.”
Provincial Minister of Justice and Public Safety John Haggie said the government’s partnership with John Howard N.L. “will play a role in increasing employability, addressing anticipated labour shortages and reducing recidivism.”
“Working together with John Howard Society results in better outcomes for all of us, and better outcomes for our communities,” said Haggie.
In 2024, the John Howard Society of Ontario (JHSO) produced a report titled “Not In My Workplace: Addressing Workplace Exclusion of Individuals with Criminal Records” — a study dedicated to outlining the difficulties those with criminal records face in finding work.
Drawing from a survey of 400 hiring managers, the report found that many Canadian employers continue to exclude qualified job candidates due to them having a criminal record. In fact, 42 per cent of respondents said they would automatically exclude a candidate if they had a criminal record.
At the time, JHSO CEO Christin Cullen called this the wrong approach.
“We need to get serious about addressing the labour shortage in Ontario and across this country, which is now at historic levels, and tapping into this pool of qualified job seekers is a critical step in doing that,” said Cullen. “This report is a wake-up call for both Canadian businesses and government that disproven stereotypes continue to drive exclusionary hiring practices, and must be addressed as they only hurt companies’ interests and ultimately, our communities.”
The report notes these difficulties.
“A criminal record can continue to impact a person’s life long after their involvement with the criminal justice system,” it states. “This is especially true for those who are overrepresented in the criminal justice system, including Black and Indigenous individuals. Research shows that more than half of formerly incarcerated people struggle with unemployment, even if they had a job prior to their incarceration. While not all individuals with a criminal record have been incarcerated, for those who have, the combination of incarceration and a subsequent criminal record can further reinforce the associated stigma that they must learn to navigate post-release.”
It goes on to note that “criminal records have very little predictive value in determining risk.”
Still, the report noted that human resources professionals often view criminal records as “inherent liabilities.” Conversely, it found that HR professionals at workplaces open to hiring those with criminal records had reported “a high level of satisfaction” with those employees.
It states that despite research “demonstrating the employment potential of individuals with criminal records … employers in Canada often remain hesitant to meaningfully consider applicants with criminal records in their hiring decisions.”
“The body of research to date consistently shows obtaining stable, quality employment significantly reduces recidivism,” the report states. “What is perhaps less discussed in the literature is how the exclusion of this talent pool from the labour market increasingly works against the best interest of companies, particularly in the context of significant post-pandemic labour shortages.”
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