A Brief History of Fair Chance Employment
Flip each image to explore key milestones in the history of the fair chance hiring movement.
1970s–1990s: Early Advocacy and Reentry Reform
2003: “Ban the Box” Movement
2012: EEOC Guidance on Records
2015–2020: Corporate Adoption and Policy Growth
2020–Now: Employer Coalitions
The Second Chance Business Coalition (2021) united Fortune 500 companies to expand hiring opportunities. Partners like Jobs for the Future’s Center for Justice & Economic Advancement and the Responsible Business Initiative for Justice help employers make fair chance hiring a core workforce strategy. workforce strategy.
Founded by formerly incarcerated advocates, All of Us or None launched the “Ban the Box” campaign to remove criminal history questions from job applications. Within a decade, it spread nationwide, reshaping how employers approach fair hiring.
Following the civil rights era, organizations began pioneering early reentry and employment programs. Federal initiatives such as the Comprehensive Employment and Training Act (1973) connected workforce policy to rehabilitation. These efforts laid the groundwork for today’s fair chance movement.
The EEOC issued guidance warning that blanket hiring bans could violate Title VII due to racial disparities. Employers were urged to assess each case individually based on job relevance and time passed.
The White House Fair Chance Business Pledge (2016) prompted major companies like Google and Starbucks to act. By 2020, 35 states and 150+ localities had enacted fair chance laws, embedding these practices into business and policy.
Fair Chance Timeline Flipcard
Jess McCue
Created on October 28, 2025
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Transcript
A Brief History of Fair Chance Employment
Flip each image to explore key milestones in the history of the fair chance hiring movement.
1970s–1990s: Early Advocacy and Reentry Reform
2003: “Ban the Box” Movement
2012: EEOC Guidance on Records
2015–2020: Corporate Adoption and Policy Growth
2020–Now: Employer Coalitions
The Second Chance Business Coalition (2021) united Fortune 500 companies to expand hiring opportunities. Partners like Jobs for the Future’s Center for Justice & Economic Advancement and the Responsible Business Initiative for Justice help employers make fair chance hiring a core workforce strategy. workforce strategy.
Founded by formerly incarcerated advocates, All of Us or None launched the “Ban the Box” campaign to remove criminal history questions from job applications. Within a decade, it spread nationwide, reshaping how employers approach fair hiring.
Following the civil rights era, organizations began pioneering early reentry and employment programs. Federal initiatives such as the Comprehensive Employment and Training Act (1973) connected workforce policy to rehabilitation. These efforts laid the groundwork for today’s fair chance movement.
The EEOC issued guidance warning that blanket hiring bans could violate Title VII due to racial disparities. Employers were urged to assess each case individually based on job relevance and time passed.
The White House Fair Chance Business Pledge (2016) prompted major companies like Google and Starbucks to act. By 2020, 35 states and 150+ localities had enacted fair chance laws, embedding these practices into business and policy.