In early 2021, The Manufacturing Institute began collaborating with Union Pacific to build a Second Chance hiring initiative to expand candidate pools to be more inclusive of those with criminal records. Union Pacific Chairman, President and CEO Lance Fritz made expanding his company’s talent pipelines a priority and considers Union Pacific’s commitment to Second Chance employment an important part of that strategy.
To help design and implement Union Pacific’s Second Chance initiative, the MI partnered with Envoy Advisory via its Envoy initiative to make use of its expertise in inclusive hiring policies and practices and build partnerships with high-performing reentry and workforce organizations in Houston, Texas.
Assessing and adapting Union Pacific’s existing hiring policies and practices allowed for a deeper understanding of the candidate journey and illuminated potential barriers and support gaps for candidates from this population. While the pilot program was aimed specifically at candidates with criminal records, many of the identified employment barriers applied to a broad range of candidates from vulnerable backgrounds. Our case study outlines the three essential components of a successful Second Chance hiring initiative. Read the full case study here.