- The term “practice change” is avoided in employer discussions because it may sound too academic; instead, it is framed as a gap analysis for identifying opportunities.
- Employers are introduced to fair chance hiring through business-friendly language that highlights transformational hiring practices.
- Terms like “justice-impacted individuals,” “individuals with records,” and “individuals with prior convictions” are preferred, but employers are encouraged to ask questions about language.
- Recruitment materials for fair chance hiring explain the broad definition of justice-impacted individuals, clarifying that not all have been incarcerated.
- The Fair Chance Hiring Cohort emphasizes human-first language, preferring terms such as “justice-impacted individuals” and “individuals with records” over outdated terminology.
This content is based on interviews or email correspondence with Steph Dolan in 2025. This content was approved by the organization in April 2025.
