Most people would agree that everyone deserves a second chance, but what happens when someone has a criminal past? For the 70 million US adults with a criminal record, leaving their past behind and moving on with their lives can be an enormous challenge, particularly when it comes to employment. While workplace bullying can affect anyone, unfair assumptions and outdated stereotypes often mean that people with criminal records endure discrimination and harassment. However, when companies take a stand against workplace bullying and embrace the benefits of second chances, they can build a much stronger and more inclusive workplace for everyone.

Challenges of Finding Employment With A Criminal Past

Many people find having a criminal record can hold them back from getting on with their lives. For many, finding a job can be a huge uphill battle, even if their offense was a misdemeanor and they’ve long since fulfilled their justice system obligations. Some employers automatically disqualify applicants with criminal histories, causing many people to fail at the first hurdle. Fortunately, there are companies like Penn Jersey Building Services that are actively helping people with records find secure employment. Alongside employment opportunities for people with criminal histories, they also provide ongoing mentorship, training, and support to help them build their skills and become valuable members of the workforce. These companies provide hope for those who’ve paid their debts to society and have their sights set on rebuilding their lives and making positive contributions to their community.

The Impact Of Having a Criminal Record In The Workplace

Finding stable employment is only the first hurdle for people with a criminal record. A criminal past carries a significant stigma that can make it hard for people to settle into a new job, especially if their history becomes widely known. Some people perceive a criminal record as a reflection of someone’s character, trustworthiness or competence, even if they don’t know what the offense was. Many people with a criminal record can find themselves facing verbal abuse, exclusion from team activities, discrimination and the subject of malicious gossip and rumor. This can understandably take a serious toll on a person’s confidence, emotional well-being, and job performance, causing them to distrust others, take frequent absences from work, quit their job, and even start offending again. It can also create an unpleasant and hostile work environment for everyone.

What Can You Do If You Are Bullied At Work?

No one should have to endure bullying at work. If your colleagues find out about your past and you find yourself being bullied, harassed or discriminated against because of it, don’t suffer in silence. After all, you have the right to be treated fairly and respectfully just like any other employee. Log all instances of bullying, including location, dates, times and the type of behavior and what was said If you feel safe and confident to do so, you can speak to the individuals directly to let them know that their behavior is unacceptable and ask them to stop. You should also report it to your manager (or their superior if your manager is responsible for the bullying) or HR. Explain the situation and how it’s affecting you and your work and the impact on your other colleagues, if appropriate. Make sure you also look after your emotional well-being too, especially if you feel anxious, stressed, or depressed.

The Role Of Employees In Tackling Bullying

Employers can not only stop the bullying of people with criminal records but actively prevent it from happening in the first place. This starts with implementing clear anti-bullying policies that outline specific examples of unacceptable behavior, such as harassment or discrimination based on criminal history, derogatory jokes or gossiping about someone’s past. This should also include a clear step-by-step guide for reporting bullying and how these reports are dealt with. All employees should be aware of these policies, which can be reinforced through diversity and management training programs. Creating a culture of open communication where employees can report issues or suggest improvements through anonymous feedback tools or open floor meetings is also important. This allows staff to share concerns while also promoting accountability and transparency across the business.

No employee should ever experience bullying at work, even if they have a criminal past. Employers should take swift action to curb any bullying or discrimination while also boosting awareness of the value and skills people with criminal records bring to the workplace.