Insights and Perspectives

Second Chances Around the Globe: Reentry Isn’t One-Size-Fits-All

Tue, 21 Apr 2026 14:45:06 GMT

A Look at National vs. International Approaches

Reentry employment is one of the challenges facing workforce development today, and one of the most important. Across the globe, millions of individuals leave correctional systems each year with the same goal: to rebuild their lives. While the goal of helping justice-impacted individuals successfully reintegrate into society is worldwide, available pathways and support systems vary by geography, policy, and access to resources.

There is no single blueprint for reducing recidivism. Instead, success depends on flexible, holistic approaches that reflect local needs while leveraging shared global insights. This is why the truth in workforce development today is that reentry isn’t one-size-fits-all. While the approaches differ, the challenges and opportunities remain the same.

The Scope of the Challenge

Recidivism remains a persistent issue across regions. In North Carolina, for example, a report from the Sentencing and Policy Advisory Commission found that 44% of individuals released from state prisons were re-arrested within two years. Even in states making progress, challenges remain. California’s recidivism rate, for instance, still sits around 39% within three years, though it has declined with expanding rehabilitation programs.

In the United States, national studies indicate that a substantial percentage of individuals are rearrested within three years of release. The Bureau of Justice Statistics (BJS) reported that 66% of released state prisoners were rearrested within three years, and 82% were arrested at least once within the next 10 years post-release. Internationally, similar patterns emerge. In Australia, reconviction rates exceed 50%, while nearly one-third of individuals in the UK return to prison.

The Research is Clear: Employment Changes Outcomes

The difference that employment makes is the factor that stands out across numerous studies. When individuals have access to stable, meaningful work after release, they are much less likely to reoffend. Employment provides financial stability, structure, and routine, and helps individuals rebuild a sense of identity and purpose.

Research shows that employment-focused programs can reduce post-release crime by nearly 8% within 3 years. Work release participants also see good results, with 15.5% lower rearrest rates and 36.9% lower reincarceration rates. In addition, studies have found that education and workforce programs can reduce recidivism by as much as 29%. These findings highlight that helping individuals find work is one of the most effective ways to support successful reentry. However, employment is not just about having a job. It’s about having access to the right opportunities at the right time. Without that access, many individuals still face barriers that prevent them from fully reentering the workforce.

Barriers to Employment: Why Opportunity Isn’t Always Accessible

While employment is one of the most powerful drivers of successful reentry, it is not simply about having a job. It’s about having access to the right opportunities. For many justice-impacted individuals, that access remains limited, even when the motivation to work is strong.

As highlighted in Geographic Solutions’ Second Chance Month: Challenges, Misconceptions, and Benefits of Reentry, individuals returning to society often face a combination of barriers that make securing employment difficult. Housing instability and a lack of reliable transportation can make it challenging to maintain consistency, while gaps in digital skills can create obstacles in navigating today’s online job search. Many individuals must also overcome employment gaps and the stigma associated with a criminal record, both of which can impact hiring decisions.

These challenges show that employment is not just about availability. Instead, it’s about accessibility. Without the right support systems in place, even highly motivated individuals may struggle to reenter the workforce, showcasing the need for more inclusive, supportive reentry strategies.

A Global Comparison of Reentry Approaches

While the challenges of reentry are shared worldwide, the solutions vary widely depending on policy, partnerships, and available resources. What remains consistent is the growing recognition that successful reintegration requires a coordinated, holistic effort. As moderator Miguel Peromingo, Researcher and Speaker on the Future of Public Employment Services, stated during Geographic Solutions’ webinar, Holistic, Inclusive, and Digital Approaches to Reduce Recidivism and Reoffending:

“It’s about creating an ecosystem, talking to employers, facilities, and all those that can help make the integration happen.”

There’s also growing agreement that reentry isn’t just a social issue; it’s an economic one. Jeff Korzenik emphasized this point, explaining that

“Reducing recidivism is not just a public safety issue; it’s also very much an economic issue.”

When large groups of people struggle to reenter the workforce, it affects the overall labor supply and economic growth.

United States: Building Integrated Reentry Ecosystems

In the United States, reentry efforts are increasingly focused on collaboration. States are bringing together correction agencies, workforce organizations, and employers to better support individuals as they transition back into society. North Carolina’s Reentry Initiative is one example, connecting individuals with career centers and support services to help them find work.

There’s also a strong focus on preparing individuals before they are released. This emphasis on early preparation is critical because the transition back into society can be extremely challenging. As Suzie Changus, Chief Assistant General Manager, California Correctional Training Rehabilitation Authority (CALCTRA), explained:

“That 30, 60, 90-day period post-release is wildly disorienting, a true point of instability.”

Research from the U.S. Department of Justice supports this, showing that the first few months after release are critical for long-term success. Reentry efforts are often paired with a focus on pre-release job readiness, skills development, and employer engagement, ensuring individuals are better prepared before they return to their communities.

Europe: Rehabilitation and Reintegration First

In many European countries, reentry is embedded directly into the incarceration experience. Systems in countries such as Norway and the Netherlands emphasize education, vocational training, and gradual reintegration, treating incarceration as a period of preparation rather than isolation.

This approach reflects a goal that prioritizes rehabilitation over punishment. Countries that adopt these models tend to have significantly lower recidivism rates; for example, Norway’s recidivism rate is often cited at around 20%, compared to much higher rates in other regions.

Bruce Roch, Global Head of Inclusion and Diversity at Adecco France, highlighted this mindset during the webinar, noting that this approach is rooted in opportunity and inclusion.

“People have a right to work once they are done with their condemnations.”

The United Kingdom has also expanded efforts to involve employers earlier in the process. Initiatives such as Employment Advisory Boards bring businesses directly into correctional settings, ensuring that training aligns with real labor market needs. This employer-led approach helps create clearer pathways from incarceration to employment, reducing the disconnect between training and opportunity.

Australia: Throughcare and Continuity

Australia’s approach to reentry emphasizes continuity of care, often referred to as a “throughcare” model. This means individuals receive support before release and continue to receive it after returning to the community. As described in Australia’s Prison to Work report, effective throughcare “starts in custody well before walking out of the prison gate” and continues with hands-on support during the transition back into the community. This includes case management before release, individualized plans, and continued guidance after release to help individuals navigate employment, housing, and other needs.

Throughcare models have also shown the importance of culturally responsive approaches, particularly for Aboriginal and Torres Strait Islander communities. Community-led, culturally informed programs achieve more engagement and better outcomes. At the same time, challenges remain. Access to stable housing, especially in remote areas, and limited-service availability can make it difficult to deliver support. Yet the throughcare model continues to grow because it addresses that long-term success depends on continued support, not just preparation at the point of release.

Programs such as Work Ready and Release Ready (WRRR) reflect this approach by combining pre-release preparation with post-release mentorship and community-based services. By maintaining engagement over time, these programs help individuals build stability, overcome setbacks, and move toward long-term success.

Canada: Structured Reintegration and Community Support

Canada’s approach to reentry balances support and structure. The Correctional Service of Canada (CSC) places a heavy focus on gradual reintegration, often using parole and supervised release to help individuals transition back into society step by step. A key part of this model is individualized planning. Many individuals work with case managers to create reentry plans that include job goals, training, and support services. This helps ensure they are better prepared for life after release.

Canada also relies heavily on community partnerships. Nonprofits, local organizations, and employers play an important role in helping individuals find work and rebuild stability. In addition, there is a strong focus on culturally responsive programs, especially for Indigenous populations, to better address specific needs. Overall, Canada’s model shows that combining structure with support can create a smoother, more stable reentry process.

Technology: Bridging the Gap Between Systems

While policies and programs vary across regions, technology is transforming reentry everywhere. Workforce platforms are changing what’s possible by giving individuals access to tools and resources before they are released. Solutions like Geographic Solutions’ VOS REO allow individuals to create résumés, search for jobs, explore career pathways, and connect with employers while still incarcerated.

In the past, job searching often didn’t begin until after release, when individuals were already facing instability and time-sensitive challenges. Now, individuals can start to prepare earlier, build skills, find opportunities, and even secure interviews before they leave prison. This is where technology plays a critical role. Through partnerships with Geographic Solutions, programs like California’s are using tools that allow individuals to begin preparing for employment while still incarcerated. As Suzie Changus shared, these platforms:

This early engagement is even more effective when it continues after release. Tools like VOS REO can connect directly with state workforce systems, allowing individuals to transition seamlessly into public workforce services such as American Job Centers. This means they can continue updating résumés, applying for jobs, accessing training programs, and receiving support from workforce staff without starting over.

By reducing the gap between incarceration and employment, this proactive approach helps create a more stable transition and improves the likelihood of long-term success.

Why One-Size-Fits-All Doesn’t Work

Because reentry looks different in every region, a single approach won’t work everywhere. Programs need to consider local job markets, policies, available resources, and even how communities view the justice system.

What works in one place might not work in another, not because it’s a bad idea, but because the situation is different. Each region has its own challenges and opportunities.

That’s why flexibility matters. The most effective reentry programs are able to adapt to local needs while still focusing on what works.

What Successful Reentry Systems Have in Common

Despite these differences, the most effective approaches share key principles:

1. Start Early - Engage individuals before release, not after.

2. Think Holistically - Address employment, housing, health, and stability.

3. Leverage Technology - Provide accessible tools for job readiness.

4. Engage Employers - Align training with real workforce demand.

5. Build Partnerships - Connect public, private, and nonprofit stakeholders

6. Focus on Outcomes - Measure success beyond recidivism, such as employment, stability, and quality of life.

The Path Forward

The most effective reentry strategies go beyond simply reducing recidivism. They create real opportunities. They build systems that recognize potential, remove barriers, and help individuals move forward. There may not be a single solution that works everywhere, but by combining ideas from different regions, local innovation, and technology, we can build stronger, more effective reentry systems.

Reentry isn’t one-size-fits-all, and that’s what makes it work. Different approaches reflect different needs, and that flexibility creates better outcomes. When individuals succeed after incarceration, the impact extends beyond a single person. It helps families, supports employers, and leads to stronger, safer communities.

Black History Month 2026: A Century of Recognition

Tue, 03 Feb 2026 15:32:31 GMT

Every February, we take time as a team to recognize and honor the contributions and sacrifices of African Americans who have helped shape our nation. Black History Month gives us an opportunity to celebrate a rich cultural heritage, reflect on both achievements and challenges, and learn from the stories that continue to influence who we are as a society.

Black History Month is often associated with well-known figures like Martin Luther King Jr., Rosa Parks, Malcolm X, and Harriet Tubman. But, more importantly, it’s about broadening our understanding by recognizing many others, including scientists, entrepreneurs, artists, academics, inventors, policy leaders, soldiers, and everyday people, whose contributions helped make our country what it is today.

Happy 100th Anniversary! Black History Month 2026 marks an important milestone — the 100th anniversary of the first Black History Week. This year’s theme, “A Century of Black History Commemorations,” honors 100 years of recognizing Black life, resilience, and contributions to American society.

Early Beginnings: What began as a single week of recognition in 1926 has grown into a month-long observance of Black history each February. Led by historian and educator Dr. Carter G. Woodson, the son of formerly enslaved parents, the movement was rooted in a powerful belief: that knowing and honoring one’s history is essential to recognizing one’s humanity.

Known as the "Father of Black History," Dr. Woodson intentionally chose the month of February because it commemorates the birthdays of two men who greatly affected the Black community: Abraham Lincoln (Feb. 12) and Frederick Douglass (Feb. 14).

Dr. Woodson’s goal was simple, but impactful: he wanted to ensure Black history was taught and shared in classrooms, public libraries, churches, and communities across the country. Over the next four decades, educators embraced the effort, churches helped amplify it, and civic groups built meaningful programming around it.

As the Civil Rights Movement gained momentum in the 1960s, this work continued to grow. In 1976, the United States formally expanded the week-long observance into Black History Month, carrying forward the core of Dr. Woodson’s vision.

Engaging During Black History Month: This month offers opportunity to learn, reflect, and take meaningful action. Consider exploring Black history through books by Black authors, local museums, and community resources. Support Black-owned businesses to help advance economic equity and learn about Black leaders whose contributions continue to shape society.

You can also engage by watching films and documentaries by Black filmmakers or participating in educational events such as discussions, guest speakers, or community service projects. While February offers a focused time for recognition, continued learning and engagement beyond this month creates lasting impact.

Celebrating a Milestone with 20 Key Facts About Workforce Development

Wed, 03 Sep 2025 21:02:47 GMT

Workforce Development Month, founded in 2005, celebrates the programs and professionals who connect people with meaningful careers and businesses to skilled talent. This year, it is the 20th anniversary of Workforce Development Month. We are honoring the two-decade tradition of recognizing the impact of workforce development initiatives in shaping careers, strengthening businesses, and building thriving communities. To mark this special occasion, we've compiled 20 facts about Workforce Development Month and the industry it celebrates.

It’s important to understand where this tradition began, so let's hit rewind. The first five facts on our list focus on the history of Workforce Development Month, from its beginning in 2005 to key milestones that have shaped this observance over the past two decades.

#1: The Founding Organization. Workforce Development Month was established in 2005 by the National Association of Workforce Development Professionals (NAWDP). NAWDP is a professional organization that works to connect job seekers, educators, and companies to advance the workforce development community and build innovative partnerships with other industry-leading organizations.

#2: The Month Changed! Workforce Development Month was originally celebrated in May. NAWDP moved the observance to September in 2012.

#3: From WIA to WIOA. The transition from the Workforce Investment Act (WIA) of 1998 to the Workforce Innovation and Opportunity Act (WIOA) was a major change. Signed into law in 2014, WIOA put a greater emphasis on serving individuals with barriers to employment and aligning services more closely with the needs of businesses.

#4: Gaining Official Acknowledgement. Workforce Development Month received official recognition in 2022. The U.S. Senate passed a resolution marking September as National Workforce Development Month, and this designation has been renewed every year since.

#5: State and Local Recognition. While NAWDP started it, its success is a result of widespread support. Every September, governors and mayors across the nation issue official statements, called proclamations, that formally recognize the month.

While workforce development is celebrated in September, the work takes place all year, and American Job Centers are where the action takes place. The next facts are all about American Job Centers (AJC), also known as one-stop shops. These centers are the front lines of workforce development, offering resources and personalized help to job seekers and employers in communities nationwide.

#6: They are Everywhere: There are nearly 2,400 American Job Centers nationwide, with a location in almost every community. They serve as a central hub where people can access a wide variety of career services in one place.

#7: They are a Product of WIOA: The modern American Job Center system exists because of the Workforce Innovation and Opportunity Act (WIOA) of 2014. WIOA requires states to provide an integrated system, ensuring job seekers can access the resources they need to succeed in a competitive economy.

#8: Built on Collaboration: AJCs are a collaborative effort, bringing together a variety of programs and agencies under one roof. They work with mandatory partners, including services for adult education, vocational rehabilitation, and veterans, to provide a coordinated approach to workforce development.

#9: Free and Accessible Help: The services offered by AJCs, such as career counseling, job search assistance, résumé writing workshops, and access to computers and phones, are provided at no cost to the public.

#10: They Are Locally Driven: The American Job Center network is a national system, but it is designed for local needs. State and local workforce development boards, which are made up of community and business leaders, manage the centers in their area. This ensures that the services that are offered align with the specific labor market demands of that community.

The American Job Centers are where workforce development happens, but the professionals and front-line staff make it work. These individuals are responsible for carrying out the mission of workforce development, helping job seekers and businesses in communities nationwide. The following five facts shine a light on those professionals who staff AJCs and other organizations.

#11: A Growing Field: The demand for skilled workforce development professionals is expected to remain strong. According to the U.S. Bureau of Labor Statistics, the employment of Training and Development Specialists is projected to grow 12% from 2023 to 2033, a rate much faster than the average for all occupations. This translates to roughly 48,500 new jobs over the decade.

#12: Certification is Key: Many professionals in the field get certified to demonstrate their skills and expertise. The most recognized credential is the Certified Workforce Development Professional (CWDP), offered by the National Association of Workforce Development Professionals (NAWDP). This certification proves a professional's expertise in key areas like communication, ethics, and job market knowledge.

#13: Leaders in the Industry: NAWDP is a member-driven organization. Its leadership, including the Board of Directors and staff, consists of elected members who represent different regions and states. This ensures the organization’s leadership reflects the interests of workforce development professionals nationwide. The Board and NAWDP staff work together to set goals and support the profession.

#14: Skills for Success: To work as a workforce development professional, certain skills are essential. The top skills requested in thousands of job listings are Workforce Development (53%), followed by Writing (38%), and Management (31%). These are the skills hiring employers look for most often.

#15: Diverse Career Paths: Workforce development professionals hold a wide range of jobs, from career counselors to program managers, and they work in diverse settings, including government agencies, non-profits, and private companies. Their main goal is to identify and address challenges in the workforce, helping people get the skills and support they need to succeed in their careers.

The individuals on the front lines are key, but what do their combined efforts achieve? The final five facts explore the impact of workforce development and why celebrating each September is so important.

#16: Growing Individual Income: Workforce development programs have a tangible impact on the earning potential of participants. People who complete these programs have the potential to earn more, and some participants do see a significant increase in their income. A study by the US Department of Labor on job training found that participants' earnings increased by an average of 49% after finishing their apprenticeship.

#17: Bridging the Skills Gap: The skills gap is a major challenge for businesses, with many employers reporting they cannot find qualified talent. Workforce development helps close this gap. According to a 2024 Workforce Skills Gap Trends survey, 70% of corporate leaders report a critical skills gap, and 63% identify skill gaps as the biggest barrier to business transformation. Programs like apprenticeships and customized training ensure that companies have skilled talent, boosting productivity and innovation.

#18: Driving Economic Growth: Workforce development strengthens local and national economies. Employees with relevant skills contribute more effectively to their industries, earn higher wages, and stimulate economic mobility. A skilled workforce can also quickly change to meet the demands of new industries or adapt to changes, making the economy more resilient.

#19: Employee Retention: Employee retention is directly tied to career development. Businesses that offer opportunities for growth and skill-building are more likely to retain their employees. According to Gallup's 2024 research, 42% of employee turnover is preventable, and career advancement opportunities are crucial. Employees with a clear path for growth and opportunities are more engaged and less likely to look for work elsewhere.

#20: Support for All: Workforce development provides resources for specific groups to help them overcome unique employment challenges. This includes services for veterans transitioning to civilian careers, individuals with disabilities seeking accommodations, youth looking for their first job, and older workers seeking to reskill. These programs ensure everyone has an opportunity to succeed in the job market.

We've covered the history, the professionals, the places, and the powerful impact of workforce development. This work is about more than a single month. It is a year-round commitment to building a more skilled, resilient, and equitable workforce.

Geographic Solutions celebrates this important month and the essential work that happens year-round. We are honored to provide the technology that helps connect job seekers with training and careers, supporting the mission of workforce development professionals every day.

Second Chance Month: Challenges, Misconceptions, and Benefits of Reentry

Fri, 11 Apr 2025 17:22:46 GMT

April is Second Chance Month, a nationally recognized observance founded by Prison Fellowship in 2017, dedicated to raising awareness and support for reentry programs that help justice-impacted individuals reintegrate back into society. Since the first Second Chance Month, multiple U.S. presidents and more than 25 states and D.C. have recognized the observance.

In the United States, nearly one in three adults has a criminal record and every year over 650,000 individuals are released from state and federal prisons, meaning more than 70 million Americans have been involved with the criminal justice system. Many of these individuals face obstacles when reentering into society. Securing stable employment, housing, healthcare, education, and other essentials becomes a difficult task for those with a record. As a result, nearly 75 percent of justice-impacted individuals remain unemployed a year after their release. Successful reentry into society is crucial as it helps individuals rebuild their lives, reduces recidivism, improves public safety, and strengthens communities.

In observance of Second Chance Month, this blog will explore some of the challenges, misconceptions, and benefits of reentry, highlighting the importance of supporting reentry programs and the role of Geographic Solutions' VOS REO solution.

The Challenging Road to Reintegration

Securing Safe Housing

Justice-impacted individuals face significant barriers in accessing affordable and safe housing, potentially leading to instability, homelessness, and higher risk of recidivism. Adrianne Slaughter, Montana Department of Corrections Government Relations Director, stated that "housing is the biggest obstacle to success both in getting released and making it in the community." Without a secure place to live, these individuals may struggle to meet parole requirements, further complicating their reintegration process. Elayne Weiss, Senior Policy Analyst at the National Low Income Housing Coalition, highlighted a study that found returning inmates without stable housing are twice as likely to recidivate compared to those with stable housing. Programs that provide transitional housing and support services are essential in helping individuals build a foundation for a successful reentry.

Technology Transition

Many individuals who have been justice-impacted for a long period of time struggle with using modern technology when released. For example, someone who has been in prison for 20 years may find it challenging to navigate advances in technologies such as smartphones, computers, or online job applications. In an article by Wired, author Luke Elliott Sommer who served time for 17 years, highlighted his experience with technology changes while he served his time.

“I have watched flip phones become iPhones, EVs become ubiquitous, and AI start to take over the world,” said Sommer. Still, I have been largely unable to use that technology myself.”

Sommer is not alone in feeling these sentiments, many justice-impacted individuals feel disconnected from the outside world and technology skills and training are often essential in new job markets and this technological gap can hinder their ability to find employment.

Financial Literacy

Justice-impacted individuals often lack financial skills, making it hard to budget, save money, and manage debt after release. In April 2023, Geographic Solutions' Marketing Content Team Lead, Evan Brenner, interviewed Augie Ghilarducci, President and COO of 2nd Opportunity. Augie, who was incarcerated for 13 years, shared his firsthand experience of reentering society. He stated that, during his time in prison, he met many fellow prisoners that had never had a bank account and if they needed to transact any type of banking business, they would be paying fees though cashing checks essentially losing a portion of their paycheck due to a lack of guidance on banking and credit.

Augie founded 2nd Opportunity with the goal of educating justice-impacted individuals on topics such as financial literacy before their release. By providing education on topics such as budgeting, saving, and understanding credit, reentry programs empower justice-impacted individuals to make informed financial decisions. His inspiring story and impactful work were featured in this Second Chance Month's Pathways to Employment webinar on April 8th, 2025, alongside Torrey Leach, Workforce Development Manager at the NC Department of Adult Correction. The webinar also covered crucial topics such as the barriers faced by justice-impacted individuals, strategies to create job opportunities, and programs aimed at reducing recidivism. Check out the webinar recording to learn more!

The Realities of Reentry

Myth: Justice-impacted individuals are not interested in education.

Justice-impacted individuals are eager to pursue education and training to improve their chances of finding employment. A study conducted by the RAND Corporation found that justice-impacted individuals who participated in educational programs were highly motivated to improve their skills and knowledge and that those who engaged in correctional education had a 43% lower chance of recidivating and a 13% higher chance of obtaining employment after release. This demonstrates a strong interest in education among justice-impacted individuals to work towards bettering their lives and securing stable employment. In the article Intersections and Opportunities: Correctional Education Programming and Supporting the Complex Needs of Returning Citizens by Alex Tabor, the author explains how education fosters productive collaboration, teamwork, and group encouragement among incarcerated men and returning citizens completing their GEDs. These examples showcase the reality of justice-impacted individuals' motivation towards education. Many are highly motivated to pursue education to improve their chances of finding stable employment and successfully reintegrating into society.

Myth: Correctional facilities that want to expand access to technology and education must be willing to compromise the security of the facility.

Correctional facilities have successfully used technology to broaden the scope of education programming while maintaining appropriate and effective safeguards. The E2E Network, developed by Geographic Solutions in partnership with CALPIA, demonstrates that it is possible to expand access to technology and education without compromising security. Innovations by Geographic Solutions' software development team ensured that all security requirements were met. The E2E Network operates via a secure connection, without access to the internet, social media, or common messaging platforms. Security protocols restrict inmates from using any internet-based programs that might lead to illicit activities. All communications are strictly monitored by approved staff members and confined to the internal database, ensuring a secure environment while providing essential skills and resources for successful reentry. Reentry education programs face the challenge of ensuring educational and digital materials do not interfere with prison security protocols but with innovative approaches and strategies, they can effectively provide inmates with the technology to learn the necessary skills and knowledge for successful reintegration into society.

Myth: Employers cannot protect themselves from potential losses when hiring justice-impacted individuals.

Programs like the Federal Bonding Program established by the U.S Department of Labor in 1966 provide insurance to employers, protecting them from potential losses due to employee dishonesty. Thousands of employers across the country have integrated the Federal Bonding Program into their hiring practices with over 56,500 job placements made for at-risk job seekers who were automatically made bondable. This program offers a safety net, encouraging employers to give second chances without the fear of financial risk. The program not only helps employers, but it helps individuals gain employment and allows them to demonstrate honesty. The Work Opportunity Tax Credit (WOTC) offers another layer of support. This tax credit provides financial incentives to employers who hire individuals from certain target groups, including those with felony convictions. These federal programs help reduce risks for employers and promote inclusive hiring.

The Impact of Successful Reentry

Boosting Local Economies

Providing justice-impacted individuals with the opportunity to earn a living stimulates the local economy. When justice-impacted individuals become taxpayers and consumers, they fuel growth and stability back into their communities. On February 3, 2025, the Second Chance Business Coalition (SCBC) announced milestones in advancing second chance employment. Jamie Dimon, Chairman and CEO of JPMorgan Chase and co-chair of the SCBC, stated, “By tapping into the potential of individuals with criminal records, we are addressing workforce shortages and strengthening our economy.” The importance of these efforts is further emphasized by the fact that an overwhelming 85% of employers report that second-chance employees preform as well as, or even better than, those without criminal backgrounds. This highlights the value and reliability of hiring justice-impacted individuals, supporting economic growth and stability.

Improved Mental Health and Sense of Purpose

Successful reentry into society provides justice-impacted individuals with a renewed sense of purpose and self-worth. By securing employment, engaging in community activities, and rebuilding relationships, these individuals can experience improvements in their mental health. The opportunity to contribute positively to society and support themselves creates a sense of accomplishment and belonging. This sense of purpose can be a powerful motivator, helping individuals to stay on a positive path and avoid recidivism. In Geographic Solutions’ interview with Augie Ghilarducci, Augie shared his experience of developing social anxiety while serving his time. Upon release, he often felt like an outcast, which made it challenging for him to open up and engage in everyday conversation. The stability and routine provided by employment and community involvement can reduce this stress and social anxiety. Fauso Basso, an individual incarcerated since 2006 with 70 days left in his sentence stated his experience with mental health while using the E2E Network, developed by Geographic Solutions in partnership with CALPIA, “This program is a blessing to have,” said Basso. “It lowers my anxiety to find employment right when I get out … it has given me confidence and self-worth, it’s given me a purpose in my life, being able to show up and work every day. I’m not taking away from society like I used to.” These stories illustrate the impact that successful reentry programs can have on individuals' mental health and wellbeing.

Reduced Recidivism Rates

Reentry programs significantly lower the likelihood of justice-impacted individuals committing new crimes and returning to prison. The proof is in the numbers, in a dissertation presented by the U.S. Department of Justice entitled, “The Impact of Reentry Programs on Recidivism: A Meta-Analysis" found that reentry programs reduce recidivism, on average, by 6%. Geographic Solutions’ partnership with CALPIA on the E2E Network is another example of a reentry program reducing recidivism in the state of California. The E2E network already gives second-chance job seekers exposure to job offers before leaving prison. According to a recent joint study between CALPIA and the University of California, Irvine, CALPIA participants have a return to custody rate of 15% after three years and 85% of all CALPIA participants do not return to prison, saving the State of California millions of dollars annually. These statistics highlight the benefit of reentry programs in reducing recidivism and helping individuals rebuild their lives and contribute positively to society.

How VOS REO Makes a Difference

Second Chance Month is an opportunity to support reentry programs and advocate for second chances. By learning about the challenges, misconceptions, and benefits of reentry, we can help justice-impacted individuals reintegrate successfully into society. Learn more about how Geographic Solutions' VOS REO solution is making a difference in the lives of justice-impacted individuals here. Together, let's celebrate the impact and importance of Second Chance Month.

Ultimate Guide to Finding Scholarships Using Geographic Solutions Software

Fri, 22 Nov 2024 18:54:52 GMT

National Scholarship Month is the perfect time to explore scholarship opportunities available to fund education goals. Established in 1998 by Scholarship America, National Scholarship Month provides recognition to communities, organizations, and businesses in the scholarship industry and serves to encourage others to improve educational opportunities and educational achievement. With the right tools, finding scholarships can be easy and efficient. Geographic Solutions’ Virtual OneStop, also known as VOS Sapphire, and Virtual Career Center (VCC) help students and individuals find scholarships that match their academic qualifications, interests, and personal characteristics. These platforms simplify the search process, making it easier to secure the financial support an individual needs.

Here is a step-by-step guide for finding scholarships using Geographic Solutions’ software:

1. Creating a Profile

When using a Geographic Solutions-powered workforce website at the state, local, or college level, individuals can use our scholarship tool as a guest to quickly browse opportunities. For a truly personalized experience and to track your progress, create an account. By creating an account and building a profile, you can tailor your search for education and training, save favorites, and focus in on career planning criteria that might be relevant for scholarships such as field of study, demographic information, and extracurricular activities.

2. Using the Scholarship Search Tool

The scholarship search tool is available to all individuals using a VOS or VCC powered site. The tool allows individuals to filter scholarships based on various criteria such as:

•   Keyword: Use specific keywords to find scholarships that match your unique interests
•   Area of Study: Find scholarships specific to major or area of interest.
•   Demographics: Search for scholarships aimed at specific groups.
•   Location: Look for scholarships available in a state or region.
•   Academic Achievement: Filter by GPA requirements or other academic criteria.

The database of scholarships is comprehensive, using both Peterson’s database and other client-secured opportunities. Peterson’s scholarship database is a resource designed to help students find financial aid for their education. It includes over 1.9 million scholarships, grants, and fellowships, from more than 4,000 providers.

3. Review Matched Opportunities

Based on individuals' manual search, the tool will generate a list of scholarships that match the individuals' filters. The list will include details on the scholarship requirements, award amount, donor name, area of study, and more! As individuals click on scholarships, they can find more details on the application process and deadline. Saving favorites helps you stay organized with deadlines and focused on the scholarships that matter most to you.

4. Apply for Scholarships:

After reviewing your favorite scholarship opportunities, it is time to apply! Individuals should apply for scholarships that best fit their profiles. When applying for scholarships, it is important for individuals to follow the application guidelines and submit all required documents before the deadlines. Geographic Solutions’ software also provides additional resources such as resume-building tools, interview preparation tips, and additional career services which can aid individuals throughout the application processes.

5. Stay Updated

Regularly checking the tool for new scholarship opportunities and setting up alerts to stay ahead of deadlines can increase individuals’ chances of receiving scholarships to fund their education. Keeping profiles updated with new achievements or changes in interests helps the system provide more relevant matches. By staying proactive and engaged with the platform, individuals ensure that they do not miss out on any opportunities. Scholarship application processes and deadlines can vary depending on the specific scholarship. It is crucial to monitor these deadlines to avoid missing any key steps. Based on a member survey, Scholarship America developed a graph to map out the various deadlines and application processes throughout the year. The graph below illustrates the various times of the year when deadlines can occur.

6. Follow-Up and Networking

After applying for scholarship opportunities, following up and networking with scholarship donors and other individuals who have received the same or similar scholarships can improve chances for receiving the scholarship award. Additionally, building relationships with these contacts can be beneficial for both educational and career goals.

7. Achieve Educational Goals

Finding scholarships doesn’t have to be overwhelming. By following this guide and using solutions powered by Geographic Solutions, individuals can find and apply for scholarships that align with their qualifications and interests.

National Scholarship Month is the perfect time to take advantage of these resources and secure the financial support needed to achieve educational and career goals. Whether someone is a high school student planning for college, a college student seeking additional support, or an adult looking to further their education, there are scholarships available to help everyone succeed!

Understanding Cyber Threats in Workforce Development

Fri, 18 Oct 2024 18:07:00 GMT

In 2004, President George W. Bush declared October as Cybersecurity Awareness Month, which has become over time a way for groups and organizations to raise awareness about the importance of being secure. With cyberattacks occurring every 39 seconds, many organizations, especially those within the workforce development industry, must implement measures and practices that safeguard their computer systems and strong security protocols, complex encryption methods, and proactive countermeasures. Understanding the types of cyber threats and the measures that are needed to safeguard the integrity of workforce data improves the effectiveness of workforce programs for job seekers and employers.

The Importance of Cybersecurity in Workforce Development

Workforce development organizations and agencies serve a pivotal role in connecting job seekers with employers and job opportunities. However, they also handle sensitive data such as personal identification information (PII), employment records, and financial information. Safeguarding this confidential information is a pressing concern across all workforce organizations. In today's interconnected world, cyber-attacks can pose a threat to partners, clients, and even the entire industry, as demonstrated by the WannaCry ransomware attack in 2017 that compromised over 300,000 machines across 150 countries.

Cyber Threats Facing Workforce Development Organizations

Phishing Attacks: Phishing is the top attack method for social engineers. Phishing attacks are fraudulent communications such as emails, text messages, phone calls, or websites. Although the communications may appear legitimate, they can trick users into downloading malware, sharing information, or taking other actions that expose themselves or their organizations.
Ransomware: Ransomware is a form of malware that encrypts data, effectively holding a user's sensitive data or device hostage until a ransom is paid to unlock the device. However, the financial burden continues after the ransom payment. Additional costs, such as system restoration and data recovery, can escalate the overall cost of a ransomware attack.
In-Person Attacks: In-person attacks can happen when an unauthorized individual gains access to a user's device. Examples include USB attacks when a cybercriminal uses a thumb drive to install malware on your computer, or tailgating, when a hacker bypasses physical access controls by following an authorized person inside.
Data Breaches: Any type of unauthorized access to an organization's database can lead to the theft of sensitive data and information. Workforce development organizations manage databases with sensitive data, making it even more important to implement safeguards and security measures to ensure the safety of all individuals.

Beware of Fake Employer Scams

Beyond the typical cybersecurity threats, workforce development organizations must also implement measures to prevent fake employer scams. This type of scam has existed for a long time, but technology has made it easier to enact. According to the FBI’s Internet Crime Complaint Center (IC3), 16,012 people reported being victims of employment scams in 2020, with losses totaling more than $59 million. Cybercriminals will pose as legitimate employers to persuade victims to provide them with their PII. They can then use it in several ways, such as taking over the victims’ accounts, opening new financial accounts, or using the victims’ identity for another scam.

To spot these scams, remember that legitimate employers will never ask you to pay up-front fees for a job or equipment, and they won’t ask you to pay them using cash, Zelle, or PayPal. Avoid providing any personal information like your driver’s license, social security, or bank account number before researching the company to avoid fake employer scams. Using secure job search sites that take measures to prevent phony job postings and verify employers can help ensure that your personal information remains protected.

These scams not only harm the job seekers but also the workforce development organizations that connect job seekers with employers. The impact on job seekers can be devastating, as they may lose their hard-earned money or become victims of identity theft. It may also make job seekers weary of the job search and become detrimental to their career journey. To combat these scams, strict employer verification processes must be put in place across all workforce development organizations. Regularly monitoring job postings and educating users on how to identify and avoid fake job offers are also crucial steps in protecting job seekers from these scams.

Best Practices for Preventing Cyber Threats

Employee Training: As said by Felipe Medina, Chief Information Security Officer at Geographic Solutions, when asked about the importance of security training: “In the army, we used to say you train as you fight. Your training should be as close to what the real-world battlefield would be like, and cybersecurity is no different.” Trained employees are better prepared to identify and respond to cyberattacks like phishing and malware.
Team of Experts: Cybersecurity professionals can provide organizations with the expertise to secure their systems effectively.
Data Encryption: Encrypting sensitive data ensures that it remains unreadable to cybercriminals, even if it is intercepted or accessed without authorization.
Incident Response Plan: Reassure your team with a well-prepared incident response plan. If there is a cyber-attack, this plan can help organizations quickly respond and prevent damage, instilling a sense of security.
Regular Security Audits: Conducting security audits of current security measures and practices can help identify vulnerabilities and areas for improvement.

As the workforce development industry grows and becomes more digital, understanding and taking measures to prevent cyber threats becomes increasingly essential. By understanding the common security threats a workforce development organization may face and putting measures in place to prevent or respond to any security threats, workforce development organizations can protect individuals' sensitive data, maintain public trust, and continue to help the labor market thrive.

Geographic Solutions is committed to supporting workforce development organizations in navigating these challenges, ensuring they have the tools and knowledge necessary to thrive in a secure, digital landscape.

Honoring Pride Month: Best Practices for Inclusive Hiring

Tue, 11 Jun 2024 17:38:43 GMT

Origins of Pride Month

Pride month is the annual celebration of the contributions of the LGBTQIA+ community to history, society, and culture. Pride, whose acronym stands for Personal Rights in Defense and Education, highlights the ongoing issues within the community such as discrimination, violence, and legal inequalities. The origins of the gay rights movement dates back to the early 1900s, when many basic civil rights were largely denied to gay, lesbian, bisexual, and transgender people. North American and European individuals began creating gay and lesbian organizations such as the Society for Human Rights, founded in Chicago during the 1920s by activist Henry Gerber.

In June 1969, a popular gay bar in New York City called the Stonewall Inn was raided by law enforcement. Police officers forcibly removed individuals and employees from the bar, and confrontations quickly escalated. This five-day-long event was marked with riots and protests, becoming a pivotal moment for the LGBTQIA+ rights movement.

The Stonewall Uprising was so pivotal, in fact, that just one year later the first Pride marches were held in New York, Los Angeles, and Chicago. Thousands of LGBTQIA+ people and their allies came together to commemorate Stonewall, celebrate their pride, and advocate for equal rights. Fast forward to 2024, and Pride is now celebrated every June, honoring the achievements of LGBTQIA+ individuals in arts, culture, science, and politics and serves as an expression of self-acceptance and love. Throughout the month of June, cities across the U.S. celebrate with parades, parties, and events featuring the rainbow flag, a reflection of diversity in the community and the spectrum of human sexuality and gender

More recently in June 2020, the U.S. Supreme Court ruled that LGBTQIA+ workers are protected from discrimination under the Civil Rights Act of 1964. While this ruling was a significant step forward for LGBTQIA+ equality, further efforts are needed to ensure inclusive policies and practices are adopted across both personal and professional spaces.

Creating Inclusivity in the Workplace

Over 8 million workers in the U.S. identify as LGBTQIA+ and discrimination in the workplace remains a critical issue. Many LGBTQIA+ individuals face barriers finding employment and advancement due to biases and prejudice. A survey conducted by Williams Institute School of Law found the over 45% of LGBTQIA+ workers reported experiencing unfair treatment at work, including being fired, not hired, or harassed because of their sexual orientation or gender identity at some point in their lives.

In today's workforce, establishing inclusive recruitment processes and creating inclusive job descriptions is an essential first step for attracting a wide range of talented candidates, including those from the LGBTQIA+ community. Here are just a few guidelines that employers can follow to create a more inviting, inclusive workplace:

Writing Job Descriptions Using Inclusive Language

Gender-coded words decrease apply rates and increase the cost per application. Removing them will increase the likelihood of attracting more talent from diverse groups. Avoid using gendered language by using gender-neutral terns like ‘they/them’ instead of ‘he/she’ and avoid job titles that imply a specific gender, such as ‘Salesman’ instead use the term ‘Salesperson’. It may be difficult to catch all gendered language in job descriptions, however there are online tools or software that can analyze job descriptions and suggest improvements to make the language more inclusive to all applicants.

Highlight Commitment to Diversity and Inclusion

Include a statement about the company’s commitment to diversity and inclusion on a front-and-center public platform. This shows LGBTQIA+ candidates that the company welcomes and values diverse individuals. Additionally, adding inclusive phrases within job description can attract a more diverse talented group of individuals. Include phrases that are welcoming, such as “We encourage applicants from all backgrounds and identities.” Most candidates value seeing a D&I commitment when they are looking for jobs to apply for.

Remove Unconscious Bias in Recruitment

There are many types of unconscious bias that can occur when hiring. Stonewall found that 18% of LGBTQIA+ people who were looking for work were discriminated against because of their sexual orientation and/or gender identity. Employers and their human resource departments need to work together to remove unconscious biases within their recruitment process and training and create greater awareness across their enterprise. One practice an organization can use to reduce unconscious bias is to practice ‘blind recruitment’ which involves removing all personal details from job applications.

Expand Recruiting Channels

Expanding recruiting channels for LGBTQIA+ individuals involves reaching out through various platforms and avenues to ensure inclusivity and accessibility. Post job openings on platforms and job boards that support diverse communities, including LGBTQIA+ networks, and partner with organizations to participate in career fairs or events that focus on diverse talent pools. Using these channels can attract candidates from various backgrounds more effectively than traditional channels.

Show your PRIDE!

Show your pride all year long, not just in June! A company can showcase its pride by implementing inclusive policies and offering support for their LGBTQIA+ employees. Celebrate LGBTQIA+ awareness days, such as National Coming Out Day or Transgender Day of Visibility, through internal communications, events, or educational initiatives. Finally, by listening to LGBTQIA+ voices and being accepting, companies can show their pride and make everyone feel valued.

Being a True Ally: Geographic Solutions’ Commitment to Diversity and Inclusion

At Geographic Solutions, we encourage everyone to be themselves without fear of discrimination. We have designed guidelines and put programs in place to make sure our workplace is fair, inclusive, and diversly represented. Geographic Solutions operates under an Equal Opportunity and Non-Discriminatory Policy and has a Zero-Tolerance Policy for Harassment.

In 2023, we aimed to hire more diverse talent and ended up exceeding our goal with an 18% increase. While it is illegal to ask applicants and current employees about personal characteristics that are protected by law (including race, color, religion, sexual orientation, etc.) it is safe to say with an employee count of 500, our staff’s gender and sexual identification spans a diverse range. It is our job to make sure that each and every employee feels welcome, accepted, and supported.

One of our best initiatives is our employee-run Inclusion Committee, which organizes events and resources to celebrate our diverse workforce. The Inclusion Committee has representation from a broad range of ethnicities, cultural backgrounds, national origins, gender identities or expressions, abilities, and age ranges. The Inclusion Committee organizes events, offers resources, creates support groups, and more to foster inclusion. With over 50 nationalities represented, we are proud of the diversity in our team and want to keep attracting and celebrating talent from every background.

Pride Month is a great time to reflect and revisit inclusive practices, procedures, and culture, ensuring that your workplace is doing everything it can to support the LGBTQIA+ community. Our own company revisits policies, procedures, and gages workplace culture on an ongoing basis. Together, we can create a more inclusive workplace for all.

Celebrating Inclusivity and Advancing Workforce Technology for All

Thu, 16 May 2024 16:02:48 GMT

Global Accessibility Awareness Day (GAAD) is celebrated annually on the third Thursday of May, this year GAAD is on May 16th, marking its 13th anniversary. GAAD aims to raise awareness and educate individuals about equality, accessibility, and inclusion for the over one billion people worldwide with disabilities and impairments. This day highlights the importance of accessible technology to ensure access to digital content for all individuals.

The Origins of GAAD

Global Accessibility Awareness Day (GAAD) was first celebrated in 2011 when a blog post was written by web developer Joe Devon. He encouraged developers to come together to raise awareness and set global standards for closing the accessibility gap. Jennison Asuncion, an accessibility expert from Toronto, stumbled upon Devon's blog post by chance after seeing a tweet about it while browsing the internet. Inspired by Devon's vision, Jennison Asuncion collaborated with Joe Devon to co-create GAAD.

Understanding Inclusive Design

Digital accessibility refers to enabling individuals with disabilities or impairments to access and interact with digital applications, such as websites and mobile apps. According to a Pew Research Center survey of U.S. adults, 62% of adults with a disability say they own a desktop or laptop computer, compared with 81% of individuals without a disability. While activities like browsing the internet, catching up on social media, or texting on mobile devices feel natural to many, accessibility barriers create challenges for millions of people with disabilities, making it challenging to use some forms of technology or deterring them altogether. According to WebAIM, over 96% of the world’s top one million web pages are not accessible. This equates to less than 4% of the world’s most popular websites are accessible to people with disabilities.

Accessibility on the web is crucial, yet many disabled web users encounter challenges accessing the websites and content they need. The World Wide Web Consortium (W3C) actively campaigns for the creation of websites, tools, and technologies that are designed in a way that is accessible for people with disabilities. The Americans with Disabilities Act (ADA) is a civil rights law that prevents discrimination based on disability. When designing ADA accessible websites, developers and organizations must consider a wide range of impairments that may affect web access. These disabilities encompass permanent, temporary, or situational limitations, as well as challenges related to technology or internet connectivity.

Types of Disabilities:

•   Visual - Full blindness or partial blindness and other visual impairments including color blindness, cataract, or glaucoma
•   Auditory – Different degrees of hearing loss, from deafness or loss of hearing from old age
•   Cognitive – Impairments that impact memory, language, thinking, or judgement
•   Physical – Limitations that affect mobility and navigation

Additionally, temporary disabilities such as broken bones or fatigue, situational limitations such as bright sunlight, time constraints or independent living, device constraints such as small screens or outdated technology, and internet-related factors like slow connection are all factors that need consideration. Each of these impairments highlights the range of barriers that many individuals face when trying to navigate and use digital technologies effectively.

Ensuring Digital Accessibility

Geographic Solutions, as a software development firm, understands the importance of creating accessible web applications and is dedicated to ensuring ease-of-use for all users. Ensuring accessibility is a core aspect of our software development process. All our software is designed to comply with the Americans with Disabilities Act (ADA). Our team utilizes a myriad of accessibility tools to mimic color impairments, test alternative text for images, check screen reader order, evaluate keyboard navigation, and more. Our ADA Compliance Team is made up of many people, but it was important to our company to employ individuals with various impairments as part of this process. We invite you to enjoy this video on our ADA Compliance processes.

Our commitment to accessibility goes beyond compliance, we believe that empathy drives us to find ways to include everyone. We prioritize accessibility to empower workforce staff and job seekers of all abilities. Our accessible technology expands job opportunities for individuals with disabilities and equips workforce agencies with the effective tools that they need to provide equal service. As we celebrate GAAD, Geographic Solutions remains dedicated to fostering digital accessibility and creating an inclusive workforce landscape that is diverse and inclusive. Looking ahead, we are dedicated to ongoing improvement in accessibility for our software, ensuring that it evolves to meet the needs of all users.

Celebrating Working Women from the Past, Present, and Future

Mon, 18 Mar 2024 20:40:59 GMT

March is Women's History Month, a time to honor women’s contributions to history, culture, and society. The celebration of Women's History Month in the United States dates back to the early 20th century. In 1978, the first celebration of Women’s History Week took place in Sonoma, California. The movement continued to grow, and in 1987, Congress designated March as Women's History Month. Since then, each U.S. President has issued annual proclamations to honor and recognize the contributions of women to American history and society. As we reflect on the progress made, it is essential to shine a spotlight on women in the workforce, acknowledging the major strides women have made in the labor market, and addressing the challenges that they still face.

A Historical Perspective on Women in the Labor Force

The history of women in the workforce highlights their resilience and determination, from the early struggles for basic workplace rights to the present-day pursuit of leadership roles. Women have continuously overcome barriers and reshaped the professional landscape. In the early 20th century, most women in the United States did not work outside of the home and had limited education. According to Janet Yellen, previous chair of the Federal Reserve Board, in the 1930s, the number of women who entered the workforce began to grow with participation rates reaching 50% for single women by 1930 and 12% for married women. During this time, it was still the norm for married women to leave the workforce after marriage.

Between the 1930s and 1970s, women’s participation in the economy continued to rise due to World War II, women's rights movements, and improved educational opportunities. According to Janet Yellen, by 1970, 50% of single women and 40% of married women were participating in the labor force. By the end of the 20th century, women's labor force participation continued to grow, but had not yet reached the same level as men. The labor force participation rate of prime working-age women reached just over 74%, compared with 93% for prime working-age men. Women were increasing their education and joining professions formally dominated by men such as those found in the medical, legal, and education fields. While the gender wage gap began to close, it persisted.

Current Labor Market Barriers

Today women play an essential role in our economy. While many women need to work for their economic security, it has also become a cultural norm for most households to have both partners engaged in the workforce. According to the Center for American Progress, the labor force participation rate for prime-age women hit 77%, exceeding the level in 2019 (76%). The COVID-19 pandemic had a negative impact on women in the workforce, but in post pandemic years, women’s employment has seen significant improvement thanks to a strong post-pandemic recovery. Women with children younger than 18 saw an improvement in employment with 993,000 more mothers working in December 2022 than one year prior. Mothers of children younger than age 5 have seen employment levels recover more slowly than mothers of school-age children, with employment standing at just over 99% of the pre-pandemic level. Despite progress, women with minor children at home face reduced employment opportunities, especially those with the youngest children. Gender gaps in employment rates between mothers and fathers remain significant.

Women still face gender pay gaps despite recent progress, men outearn women within every age group. According to the Center of American Progress, among younger workers, ages 16–24, women’s median weekly earnings are about 8% lower than men’s. The gap is even larger for prime-age workers, with women earning 16% less than men. Earnings gaps are more pronounced for many women of color due to racial bias in the workplace. This wage gap has significant consequences for long-term economic security, contributing to higher rates of poverty in old age, especially for widows, divorced women, or women who never got married.

The Future of Women in the Workforce

The future of women in the workforce is promising, as women continue to break down gender barrier and push for ongoing efforts to promote inclusivity. In the last few years there has been a growing emphasis on diversity and companies are recognizing the value of women's talents and perspectives across all industries. Initiatives for equal opportunities, mentorship programs, and family-friendly policies are becoming more prevalent, creating an environment that allows women to grow professionally.

Remote work has opened more opportunities for women to work from any location giving them more flexibility to seamlessly balance their career aspiration with family life. Women are also obtaining higher levels of education setting them up for leadership positions, higher paying jobs, and roles within male dominated fields. However, barriers still exist including the gender wage gap, stereotypes, and biases. Women must overcome these barriers to create a truly equal workforce. Advocacy for women's rights and ongoing commitment to creating inclusive workplaces will be crucial in shaping a future where women can continue to thrive. The evolving labor market has the opportunity for a future where diversity and gender equality are not just ideals but can be an attainable reality.

Black History Month: Black Women Leading the Way in STEM

Thu, 08 Feb 2024 14:39:00 GMT

In honor of Black History Month and the International Day of Women and Girls in Science on February 11, it’s important to recognize and celebrate the stories of Black women who have been essential in shaping the fields of science, technology, engineering, and mathematics (STEM).

In this blog, we’ll tell the inspiring stories of four trailblazing woman and share the impact they’ve made in their respective fields.

Jedidah Isler: Dr. Isler’s dream of becoming an astrophysicist started as a young girl, when her sister gave her a telescope for her birthday. While the odds were stacked against her, with only 18 Black women in the United States ever earning a Ph.D. in a physics-related discipline, Dr. Isler never gave up and pursued her dream. According to Jedidah, the influential women in her life, including her mother and several notable astrophysicists, contributed to shaping her identity. Dr. Isler didn't have the opportunity to pursue astronomy until her doctoral program, as her undergraduate and master's programs lacked astronomy majors. When she finally had the chance to pursue astronomy as a core course of study, she describes the experience as amazing, confirming her belief that she had made the right decision in pursuing astronomy. In 2014, Dr. Isler made history by becoming the first African American woman to receiver her Ph.D. in Astrophysics from Yale University. Despite her love for astrophysics, she acknowledges the barriers faced by young women of color in science. Dr. Isler is actively involved in addressing these barriers, she collaborates with organizations like the American Astronomical Society’s Commission on the Status on Minorities in Astronomy. Today, she is an Assistant Professor of Astrophysics at Dartmouth College and a nationally recognized speaker who advocates for inclusive STEM education. Dr. Isler also passionately promotes inclusion and empowerment in STEM fields through her nonprofit organization, The SeRCH foundation.

Gilda Barabino: Dr. Barabino excelled in math and science from an early age. She initially considered going to medical school to become a doctor but ultimately decided to pursue a bachelor’s degree in chemistry from Xavier University in New Orleans. After completing her undergraduate degree, she went on to graduate school where she became the first African American student admitted to Rice University to pursue a Ph.D. in chemical engineering. Dr. Barabino’s career hasn’t been without challenges. Being an underrepresented minority in the STEM field, Dr. Barabino experienced countless obstacles, such as being isolated and marginalized. Dr. Barabino says, “Persistence and confidence are extremely important. Don’t be deterred. Seek out and use mentors and advisors that are willing to help and support your career’s success.” Despite facing the challenges of being a pioneer in this solo venture, Dr. Barbino didn’t let that deter her from pursuing her dream of becoming a biomedical engineer. Today, Dr. Barabino is the second president of Olin College of Engineering. She is an internationally recognized thought leader and a sought-after speaker and consultant on race, ethnicity, and gender in science and engineering, with a focus on creating cultures and climates that support a sense of belonging.

Evelyn Boyd Granville: Dr. Granville was raised by a single working-class mother during a time when racial segregation was prominent. Early on, she attended segregated schools and eventually graduated as valedictorian from Dunbar High School. With the support of her aunt and a scholarship, she enrolled in Smith College in Massachusetts where she planned to pursue a degree in French. However, her fascination with mathematics, physics, and astronomy led her to earn a Bachelor of Mathematics degree in 1945. Determined to challenge societal norms and pave the way for aspiring mathematicians, she continued her education, obtaining a master's degree in physics and mathematics from Yale University in 1946, becoming one of the first African American women to do so. Throughout her career, Dr. Granville made significant contributions to mathematics, particularly in numerical analysis and computing. Her mathematical insights and pioneering work in computing orbital mechanics paved the way for space exploration and NASA's early missions. Despite facing challenges as an African American woman in a male-dominated field during an era of racial segregation, Dr. Granville displayed resilience and unwavering determination. Beyond her professional achievements, she was known for her humility, grace, and commitment to social justice. Her dedication to excellence and equality served as an inspiration, demonstrating that with perseverance, one could overcome any obstacle.

Lisha Polzine: Lisha has fearlessly confronted challenges in the tech field head-on especially being a woman of color in this industry. Her journey and unwavering determination contribute to the ongoing mission for increased diversity and inclusion in STEM. Lisha began her career as a deskside support personnel in a male-dominated field of Information Technology. For nine years, she meticulously managed tasks ranging from software installations and upgrades to troubleshooting network issues. She transitioned to a Quality Control Analyst, later advancing into a Software Quality Control Analyst role. One of her notable achievements was crafting a comprehensive document outlining internal processes and standards, pivotal in her company's journey to International Organization for Standardization (ISO) certification, signifying adherence to international service level benchmarks. Her documentation and interviews played a crucial role in achieving ISO compliance for her company. Her next career pursuit led her to become a Software Quality Assurance Analyst, dedicating 13 years to ensuring the integrity of proprietary software, this is crucial to helping emergency first response centers operate across the United States and international clients. Lisha states that her greatest adventure was joining the Automation Testing team within those 13 years. Lisha is currently employed as a Quality Assurance Engineer at Geographical Solutions, where she supports proprietary web applications for local and state-level services, championing technological initiatives that enhance the quality of life. As a woman of color, she hopes her work and contributions have made an impact within the technology and innovations landscape. Despite having moments of doubt and at times not feeling empowered, her inner determination-built resilience, enabling her to achieve what was needed.

Because Black History Month and International Day of Women and Girls in Science are only celebrated for a short time period throughout a year, it’s important that we share these women’s stories to not only educate ourselves but to also celebrate their accomplishments and impact to STEM. They set inspiring examples for future generations and pave the way for a more inclusive future in science, technology, engineering, and mathematics for all.

Celebrating Contributions to the Workplace Throughout Black History Month

Thu, 01 Feb 2024 19:33:00 GMT

In 2024, it has never been more important to recognize and honor Black History Month – especially in the workforce development industry. The key is to not simply check a box with an awareness campaign, but to realize that the workplace wouldn't be the same without the contributions of African Americans. Some of the most successful and evolving organizations are those that take action by investing in Diversity, Equity, and Inclusion programs, keeping these topics at the forefront of their core values.

Black History Month is a time to recognize workplace pioneers like Maggie Lena Walker, the first Black woman in the United States to charter a bank, and serve as its president, in 1903. It’s also a time to learn from Mary McLeod Bethune, who was born to former slaves in South Carolina in 1875 but rose to appointment by President Franklin Roosevelt to serve as Director of Negro Affairs of the National Youth Administration. At the time, this made her the highest-ranking Black woman in government, and the only woman of color at the United Nation’s founding conference.

The contributions of these individuals played an important role in 1925 when Harvard-educated historian Carter G. Woodson conceived and announced Negro History Week. A year later, the event had its first celebration with an overwhelming response. Scholars of many colors stepped forward to endorse this effort. This became the basis for Black History Month as we know it today.

Throughout the month of February, we will honor several Black individuals who have overcome, led, and left incredible impressions on American culture. As a company, we strive to advance equity and embrace diversity in the workplace, year-round. Whether that be celebrating the diversity and contributions of our individual team members or providing equal employment access and career resources to job seekers across the country, we hope to encourage, inspire, and support. Let this also be a reminder of the work that lies in the months and years ahead, and the possibilities of the greatness to come.

“Success is to be measured not so much by the position that one has reached in life as by the obstacles which he has overcome while trying to succeed.” —Booker T. Washington

Geographic Solutions Salutes Steven Gustafson: An Ally for Veterans in the Community

Fri, 10 Nov 2023 20:18:00 GMT

This Veterans Day, we’re excited to share a spotlight profile and interview on CareerSource Palm Beach County’s Vice President and Chief Operating Officer, Steven Gustafson. A former U.S. Marine and an ally for veterans in his community, he recently spoke at our 2023 Workforce Technology Conference about using Employ Florida to increase veteran engagement.

When Gustafson enlisted in the armed forces, he was only 17. He was driven by the opportunity to lift financial burden from his parents. And while he may not have known it at the time, his first job as a land surveyor indirectly prepared him for his service.

“It was incredibly challenging given that you often had to cut line in Florida Everglades swamps to clear a path to determine elevation at different points along the site,” said Gustafson.

When Gustafson transitioned back to civilian employment, he struggled with the guilt of no longer fighting alongside the ones that he had grown so close to during his service. But he turned his struggles into successes by finding a job with his local workforce board as a Local Veteran Employment Representative (LVER). And he now leads a team that has helped at least 20 homeless veterans find livable wages.

His drive to achieve guided him to climb the ranks from Program Manager to Workforce Administrator, eventually moving with his family to Tallahassee.

“I had a commander who told me to always look for opportunities to climb higher in the ranks, not for anything other than to expand the scope of my impact,” said Gustafson.

For Veterans Day, Gustafson’s wants people to honor vets by serving the community.

“The individuals I served alongside were some of the most selfless individuals I have had the honor of knowing,” said Gustafson. “I think that honoring that spirit of selflessness is a great way to honor our veterans, not only on November 11th, but year-round."

WATCH: Rebuilding After Reentry: Financial Literacy Provides a Second Chance at Employment Readiness

Wed, 19 Apr 2023 20:56:13 GMT

Did you know out of the 600,000 Americans that are released from prison each year, two-thirds are rearrested within three years? Building awareness and preparing the incarcerated population for reentry is monumental in reducing recidivism rates. Spearheaded by Prison Fellowship in 2017, April is deemed Second Chance Month. Its purpose is to raise awareness of barriers to reentry and focuses on making the most of the second chance they have been given in life.

In honor of Second Chance Month, we sat down with Augie Ghilarducci, President, and COO of 2nd Opportunity. Augie knows firsthand what it’s like to be given a second chance - he was incarcerated himself for 13 years. Throughout his sentence, he realized the need for education and resources within the federal prison system and developed various reentry and employment readiness programs to help his fellow inmates. When he was released, Augie transformed this idea into what 2nd Opportunity is today. The organization aims to empower those dealing with incarceration, addiction and, trauma through courses designed to teach them employment readiness, financial literacy, and more as they take advantage of their second chance.

During the interview, Augie reflects on what it was like for him personally to reenter society after his incarceration and the skills, knowledge, and emotions he struggled with - upon release, Augie had never touched a smartphone and didn’t know what LinkedIn was. He discusses how he took this experience and shaped it into a helpful program to help inmates have a better experience when released. He also mentions how most reentry programs or tips are focused solely on finding a job but, the recently released need more help in terms of financial literacy, soft skills, etc. Often times, these skills are needed before being released and certainly before searching for a job.

Watch the full interview with Augie Ghilarducci:

Black History Month: 8 Local & National Black-Owned Businesses to Support

Mon, 20 Feb 2023 15:12:34 GMT

This week in observance of Black History Month we are highlighting a few Black-owned businesses local to the Tampa Bay area and across the country. It is important to not only learn about Black history and culture but also to support these businesses economically as well. This is critical to the Black community’s success in today’s society as well as the United States' economy as a whole. According to the US Census Bureau's 2021 Annual Business Survey, approximately 19.9% of employer businesses in 2020 were minority owned.

Geographic Solutions is headquartered in Pinellas County, Florida, which is part of the Greater Tampa Bay Area. We have included a few businesses local to our area that we plan on supporting. Keep reading to find out how you can support black-owned businesses at the national level, as well as how you can find Black-owned businesses local to your area.

Local

Chief’s Creole Café (Visit Website)

Elihu and Carolyn Brayboy serve up traditional Creole meals such as gumbo, red beans and rice, and jambalaya to St. Petersburg’s hungry patrons. The restaurant was inspired by Elihu’s mother, Mary Brayboy Jones cooking and her “positive outlook on life, tenacity and perseverance.”

Green Bench Brewing Company (Visit Website)

Owners Steven Duffy, Nathan Stonecipher, and Khris Johnson are passionate about their town and community of St. Petersburg. Green Bench was started as a hobby and evolved into the city’s first microbrewery. The brewery’s namesake is based on the sitting areas that dotted the area for decades. Not only were they symbols of hospitality – they were symbolic of segregation.

Hogg Batch Coffee (Visit Website)

This local coffee shop in St. Pete is serving up a coffee with a unique twist. Owners, twin brothers Duane and David Hogg, combine the rich flavor of coffee beans and the aroma of fine spirits by brewing the coffee in recently emptied barrels. Grab a cup at their location in the Grand Central District.

Bay Riders Water Sports (Visit Website)

Enjoy a fun day in the sun with a jet ski or kayak rental from Bay Rider Water Sports in Tampa. They offer a variety of hourly or full day packages for you to explore the waters of Tampa Bay with your whole family.

National

Kiddie Kredit (Visit Website)

Invented by Black entrepreneur, Evan Leaphart, Kiddie Kredit is a mobile app to use with your children to teach them early on about the importance of managing their credit. It uses a relatable chore system to mimic the real-world examples of the credit system so they can already be a step ahead of being financially literate when they get older.

Jungalow (Visit Website)

Founded by Justine Blakeney in 2009, Jungalow is a lifestyle brand selling home décor items such as wallpaper, art prints and linens. Their aesthetic is described as bohemian modern, and they even have a hugely successful collection at Target nationwide.

Expand Your Search

Etsy (Visit Website)

The online marketplace – Etsy, is a great way to find smaller businesses owned by Black individuals. Here you will find small businesses selling items of every kind from candles to artwork to furniture – you name it, it’s on there. Instead of buying from Amazon for your next gift, find a local Black-owned shop to support.

Blapp (Visit Website)

There are many ways to find Black-owned businesses in your area that you may not be aware of. Blapp is an app that can be downloaded for iOS or Android to help you with your search. Simply create an account and enter your location and it will show you all of the nearby Black-owned businesses near you.

Making small changes in our life such as checking out a new restaurant or supporting a small Black-owned business really make a difference in these individuals lives and in the fight for equality.

10 Ways to Participate in Black History Month Through Media

Mon, 13 Feb 2023 13:49:00 GMT

One way to show support to the Black community during black history month is to further your learning and visibility of their unique history and culture. Featured below are a variety of media to consume in order to learn about the trials black people have overcome in the past and the current hardships they still may face in today’s society. By immersing ourselves in their world for a short amount of time whether it be by reading a book, watching a movie, or listening to a podcast, you come away with a sense of understanding and appreciation for their culture and experiences.

Watch

Just Mercy (2019)

Rated: PG-13

Just Mercy is based on the true story of Bryan Stevenson. Bryan is a high-profile defense lawyer who takes on the case of a wrongly accused, death row inmate, Walter McMillian. The movie is based on the memoir written by Bryan Stevenson, himself.

Watch on HBO Max

Hidden Figures (2016)

Rated: PG

This biographical drama chronicles the careers of three African American women working at NASA, including Kathrine Johnson, who was featured in our previous blog post. They fought discrimination and hardships to become instrumental in one of the greatest NASA operations in history – launching John Glenn into orbit.

Watch on Disney+

Descendent (2022)

Rated: PG

This 2022 documentary features the story of The Clotilda, the last known slavery ship to arrive in the United States in 1860. It chronicles the descendants of the ships passenger’s fight to reveal and honor their family’s legacy.

Watch on Netflix

13th (2016)

Rated: TV-MA

Director Ava DuVernay dives into racial inequality in the United States by taking and in-depth look at the prison system and what led to the mass incarceration of African Americans.

Watch on Netflix

When They See Us (2019) Rated: TV-MA In this limited series based on a true story, five Harlem teens are falsely accused of attacking a white woman in Central Park after being in the wrong place at the wrong time. The accusation permanently alters the rest of their lives. Watch on Netflix		Self Made (2020) Rated: TV-MA Academy Award winning actress, Octavia Spencer, portrays Madam C.J. Walker, an African American washerwoman as she fights her way out of poverty and becomes the first female self-made millionaire by building a beauty empire. Watch on Netflix

Read

The Three Mothers By: Anna Malaika Tubbs You know the names Malcolm X, Martin Luther King Jr. and James Baldwin, but this story is about the women who raised these influential men. Debut author Anna Malaika Tubbs celebrates black motherhood by honoring their indirect contributions to American History. Buy on Amazon		The Hate U Give By: Angie Thomas This fictional novel follows Starr, a sixteen-year-old that witnesses the shooting of her best friend by white police officers. She struggles with how to cope with the events which have become a media sensation. The novel was also adapted into a movie by the same name in 2018. Buy on Amazon

Listen

Code Switch This long running, popular podcast by NPR features weekly stories and topics about race and identity and the impacts they have on every aspect of our society. It offers an educated and in-depth conversation of current events and ideologies. Listen on Spotify		Black Girl Songbook This podcast celebrates the lives and careers of Black female musical artists. With guests such as Jenifer Hudson and Brandy, host Danyel Smith dives into their stories and finds out what made them and their music so legendary. Listen on Spotify

Black History Month: Influencing Tech for the Greater Good

Wed, 01 Feb 2023 14:36:00 GMT

For Black History Month, we’re featuring three African Americans who have advanced tech for the greater good. From creating images that have been the source of joy for many, to helping humans reach space, these influencers shaped the tech industry.

Lisa Gelobter: If you’ve heard of animations known as GIFs and remember the early internet video technology called Shockwave, then you may already be familiar with Lisa’s work. Her parents were immigrants, and she knew growing up that she would have to work harder, longer, better, and faster than everyone else to rise above. Lisa paid for college by herself, working while attending Brown University and earning a computer science degree. Today, Lisa is the co-founder and CEO of tEQuitable, a platform designed to make workspaces more equitable.

Roy L. Clay, Sr.: Known as the Godfather of Silicon Valley, Roy’s consultation work with venture capital firm Kleiner, Perkins, Caufield & Byers helped many well-known computer companies get their start. Perhaps his greatest success was his role in the invention of Hewlett Packard’s first computer in 1966. In 1973, he became the first African-American elected to the Palo Alto City Council where he served until 1979. Roy graduated with an engineering degree from St. Louis University. Today, Roy is focused on using his experience to influence hiring based on skills, not degrees.

Katherine Johnson: A former engineer at NASA, Katherine’s work in mathematics enabled humans to reach outer space. In 1961, she performed trajectory analysis for Alan Shepard’s Freedom 7 mission. In 1962, she was responsible for the final code review that would launch John Glenn from Cape Canaveral. And in 2015, at the age of 97, she was awarded the Presidential Medal of Freedom from President Barack Obama. 2016’s theatrical Release, Hidden Figures, featured Katherine and her colleagues work in great detail.

Check back later this month for more articles in this series. On February 20th, we're featuring African American influencers in media. And on February 27th, we're highlighting a new way to support black-owned businesses throughout the country and abroad.

GAAD is a Good Day: Promoting Accessibility and Inclusion Across the Digital Landscape

Thu, 19 May 2022 13:32:00 GMT

It Starts with One Voice

Who knew a single blog post could spark an accessibility movement on a global scale? In 2011, web developer Joe Devon posted a blog entry calling for greater awareness of accessibility and for the creation of Global Accessibility Awareness Day (GAAD). In a 2019 interview with Interactive Accessibility Podcast, Joe Devon tells the story of where the inspiration behind the blog post came from: his father, “a brilliant man … [who] spoke 10 languages, was a Holocaust survivor,” was trying to use a banking website but it was not accessible. Joe said of this frustrating experience, “It was painful to watch him get older and not be able to access a website.”

Joe Devon admits he had the expectation that his idea for a day of accessibility awareness would go nowhere. He stated, “I wasn't even smart enough to tweet this out. WordPress had an automated tweet thing so it tweeted out my blog post.” That’s where Jennison Asuncion, an accessibility professional, came across Joe’s blog. Jennison contacted Joe via Twitter, and they joined forces to create the worldwide day of observance. Thanks to their efforts, GAAD is observed on the third Thursday of May each year, driving awareness of accessibility issues.

What Does Accessibility Mean?

In a post-COVID 19 world, the need for digital accessibility is more prevalent than ever. Social distancing requirements stimulated an increase in the reliance upon electronic activities such as shopping, banking, entertainment, work, healthcare, and more. For many people with disabilities, this may have provided additional access to opportunities they may have been limited or nonexistent previously — such as remote work opportunities or access to virtual services like entertainment and healthcare. Deque Systems collaborated with the International Association of Administrative Professionals (IAAP) to survey 292 accessibility practitioners in 2020 and followed up in 2021 with 270 responses. They found that although awareness around digital accessibility was higher than anticipated, accessibility complaints from people with disabilities increased.
Accessibility means that a person with a disability must be able to experience web-based services, content, or other digital products with the same successful outcome as those without disabilities. In the U.S. alone 61 million adults live with a disability — that’s 26% of the adult population — and 1 billion people worldwide are living with disabilities. Of those American adults who make up the working population, 19.1% have a disability. Digital access and inclusion is not just crucial, it is an absolute requirement for an equitable world.

Digital accessibility is not a new topic. It was 1998 when Congress amended the Rehabilitation Act of 1973 to include electronic and information technology accessibility. Job hunting is difficult enough but navigating a system that is inherently working against you makes it near impossible, and remote service delivery has transformed more than one workforce development office. The North Carolina Department of Commerce and the Guilford County (Greensboro) teams found creative ways to continue high levels of service delivery through their use of no-touch tools. The pandemic pushed many services to be provided virtually and accelerated the development of many no-touch tools.

Creating an Accessible Experience for Every User

As a software development company, Geographic Solutions recognizes the large role it owns in creating accessible web applications and strives to bring ease-of-use to its products for all users.

Each site we develop provides the same modern accessibility technology including keyboard shortcuts, alternative text and descriptions for images, usability with alternative computer technology, clear and simple text language, and the use of WAI-ARIA markup for screen readers. In addition to the accessibility features, our sites employ logical and consistent navigation to allow for navigation via keyboard shortcuts both vertically (within the page) and horizontally (between pages). Hyperlinks are described with meaningful location text, and hidden headers can be used to navigate the site.

But for us, it is about more than just accessibility. Part of inclusion is empathy. When we feel empathy for others, we are more likely to find the ways to include them. In previous years, our in-house accessibility team executed Disability Awareness Labs to demonstrate the challenges faced by people living with disabilities. For 2022, Deque Systems, an authority in digital accessibility, is offering both an Accessibility Awareness Lab and a Fundamentals Bootcamp online.

A Fair Chance at Reentry: The Case for Employers to Consider Second Chance Hiring Practices

Mon, 11 Apr 2022 12:44:00 GMT

A record of involvement with the criminal justice system in the United States can pose significant barriers to employment, housing, education, and other things necessary for a productive, stable life. It also carries a widespread social stigma. All of this contributes to a ‘second prison,’ essentially sentencing affected individuals and their families to a life of poverty, and creating favorable conditions for the individual to return to criminal activity. And in some cases, these instances of recidivism trickle into the next generation.

Justice-involved individuals who establish employment and self-sufficiency are less likely to recidivate. According to research published by the National Association of Counties, employment has a positive effect on individuals released from incarceration by providing a source of income, transferable skills and experience, a defined routine, and a stable environment. It also creates a stronger bond for individuals within their communities.

More Common Than You Think

Nearly 1 in 3 Americans has some sort of criminal record – obviously to varying degrees of severity – all of which carry a certain level of stigma. Approximately 600,000 inmates are released from state and federal prisons each year, with millions more from county jails. It is in the best interest of the United States to provide these people with a fair chance at obtaining the employment for which they are best qualified — both for public safety and for the fiscal health of the nation.

Collectively, state governments spend billions annually to house and provide for inmate populations, averaging an annual cost of $25,000 to $30,000 per individual. The average cost of incarceration for a federal inmate is $39,158. Combined with the loss of revenue due to these individuals not earning income on which they pay taxes, the financial strain becomes apparent, and the need for a fair chance to reenter the labor market is clear.

What’s Being Done

The Second Chance Act was signed into law in 2008 to provide federal grants in support of government and nonprofit programs geared towards reducing instances of recidivism and improving the reentry experience for justice-involved individuals. And, the more recent addition of Fair Chance laws enacted at the municipal, county, or state level further these efforts by levelling the playing field for applicants.

To date, 37 states, including California, Louisiana, and Pennsylvania, and approx. 150 cities and counties across the United States have adopted Fair Chance or ‘Ban The Box’ policies that stipulate the removal of conviction and arrest history questions from job applications. The policies also delay background checks until later in the hiring process. Policies of this nature oblige employers to consider an applicant’s qualifications without the stigma of a conviction on record.

The National Employment Law Project highlighted a study that shows hiring discrimination is likely to occur during the application review, and the negative effect of carrying a criminal record was reduced by almost 15 percent when the employer experienced personal contact with the justice-involved applicant. In a 2021 Literature Review from the Sol Price Center for Social Innovation at the University of Southern California, the authors found that Fair Chance hiring laws have been successful in increasing the number of justice-involved new hires by reducing criminal stigmatization from the initial recruiting process.

Benefits For Everyone

The individual isn’t the only one to benefit from second chance hiring practices. Data company Evolv calculates that justice-involved individuals are 1 to 1.5 percent more productive than employees without the same kind of history; and a 2018 study from the IZA Journal of Labor Policy found second chance hires have a longer tenure and are less likely to quit their job. The Second Chance Business Coalition reports that 82 percent of managers and 67 percent of HR professionals value what second chance employees bring to their organization -- as high as, or higher than, that of workers without records.

Employers are discovering a previously ignored pool of qualified talent by offering opportunities to those with a record. In 2012, CEO of Red Restaurant Group Brad Friedlander said, “In my experience, people with criminal records are often model employees. They are frequently the most dedicated and conscientious. A lot of doors are shut to them, so when someone gives them an opportunity, they make the most of it.”

Marking April as Second Chance Month

In 2017, Prison Fellowship, the nation's largest nonprofit serving prisoners, former prisoners, and their families, and an advocate for justice reform, founded Second Chance Month® in an effort to raise awareness, improve perceptions of people with a criminal record, foster second-chance opportunities, and drive momentum for policy change.

To further support second chance hiring practices and provide a secure way for justice-involved individuals to engage in job search activity, Geographic Solutions developed Virtual OneStop Reentry Employment Opportunities (Virtual OneStop REO® or VOS REO). This system offers a secure environment for pre-parole individuals to line up employment prior to release, as well as make use of resources key to establishing stability in their lives. VOS REO also highlights employers and jobs that are identified as ‘offender-friendly’ and second-chance jobs. The system also seamlessly transitions the individual’s account, resource registration, and job search history to the state's workforce system.

If you would like to learn more regarding the unique features offered by this one-of-a-kind solution, please visit our VOS REO webpage.

Leaving a Legacy that Works: Honoring the Contributions of Frances Perkins

Tue, 08 Mar 2022 14:59:00 GMT

The first woman to ever serve in a cabinet position in the United States was also the longest serving: Frances Perkins, appointed U.S. Secretary of Labor under President Franklin D. Roosevelt. As we celebrate International Women’s Day and Women’s History Month, we salute her lifelong work and honor the legacy she left to the American people.

Responsible for so many of the elements of our modern work life, when President Roosevelt offered Perkins the position of Secretary of Labor, she gave him a list of policy priorities that included:

•   Social Security
•   A 40-hour work week
•   A minimum wage
•   Unemployment compensation
•   Worker’s compensation
•   Abolition of child labor
•   Direct federal aid to the states for unemployment relief
•   A revitalized federal employment service
•   Universal health insurance

Within 12 years, Perkins had accomplished eight of her nine policy goals. But her work began many years before her time in Washington, D.C.

Perkins attended Mount Holyoke College. After visiting the mills along the Connecticut River to observe the working conditions for a class she took her senior year, Perkins, horrified at what she witnessed, later said, “There were absolutely no effective laws that regulated the number of hours they were permitted to work. There were no provisions which guarded their health nor adequately looked after their compensation in case of injury. Those things seemed very wrong.” This experience played a formative role in Perkins’s career as she worked to reform these conditions.

Further inspiration came when Florence Kelly, then executive secretary to the National Consumers League, came to speak at the local chapter. Of Kelley’s speech, Perkins was quoted as saying it “first opened my mind to the necessity for and the possibility of the work which became my vocation.”

A Path of Reform

Perkins graduated from Mount Holyoke, and what followed was a long and storied career. From a modest beginning as a teacher in Lake Forest, Illinois, Perkins began her social work as a volunteer, earned a Master’s degree from Columbia University, and, after witnessing the tragic Triangle Shirtwaist Co. Factory fire, began working with the newly created Factory Investigating Commission, empowered to investigate and make legislative recommendations, whose work ultimately resulted in the nation’s most comprehensive set of laws governing workplace health and safety.

It was former New York Governor Al Smith who first appointed Perkins to public office, a seat on the New York State Industrial Commission. She was the first woman appointed to an administrative position in New York state government, and the highest paid woman to ever hold public office in the United States. Smith was succeeded as governor by Franklin D. Roosevelt who appointed Perkins as New York’s Industrial Commissioner. As she became the most prominent state labor official in New York, she worked with Roosevelt to find ways to stem the rising tide of unemployment within the U.S.

After Roosevelt’s election to the Presidency in 1932, Frances Perkins began her work on a national scale. Roosevelt endorsed all of her policy priorities, and for the next 12 years she worked to shape and enact the legislation that frames our current working environment.

A National Legacy

Along with the passage of the Social Security Act, a landmark law establishing old age pensions, unemployment insurance, survivor benefits, Perkins was also instrumental in creating major New Deal jobs programs, the U.S. Employment Service which was revitalized by the Wagner-Peyser Act, the passage of the Fair Labor Standards Act, the Bureau of Labor Standards, the National Labor Relations Act. She coordinated the effort for U.S. membership to the International Labor Organization, and saved thousands of lives by limiting deportations to Nazi Germany.

Frances Perkins worked her entire life to improve the conditions of others. When a worker is guaranteed retirement income, protected at work from injury, or provided monetary compensation when laid off from their job, it is the legacy of Frances Perkins holding that worker.

Black History Month: Celebrating Leaders In Computer Science

Fri, 18 Feb 2022 14:03:00 GMT

In 1976, February was designated as Black History Month. Here are three notable pioneers in computer science history.

Annie Easley

Annie Easley was one of the first African Americans to work for the National Aeronautics and Space Administration (NASA). Her work at NASA led to numerous scientific contributions, and significant advances in the administration's outreach programs. It broke down barriers for women and people of color in STEM fields. Easley was encouraged to lead by reading an article about twin sisters at Cleveland, Ohio's Aircraft Engine Research Laboratory, whose mathematical work established them as "human computers." In 1955, Easley began her career by performing similar "human computer" work that involved complex computations for researchers. When computers began taking over much of this work, Easley learned to code, using languages like the Formula Translating System (Fortran) and Simple Object Access Protocol (SOAP). Her coding efforts enhanced applications that research energy conversion systems, alternative power, battery technology, and the upper stages of the Centaur rocket.

Clarence Skip Ellis

Clarence "Skip" Ellis' interest in computers was initially piqued as a teenager in Chicago, Illinois, working as an insurance company's security guard. His inspiration to learn more came when the company purchased upgraded computer equipment. He read manuals and became a power user. Throughout his college coursework and career, Ellis immersed himself in computing whenever the opportunity was presented. But, it was his work at the Palo Alto Research Center (PARC) that became his defining moment. His team developed OfficeTalk, a system that used an Ethernet connection and allowed people to work together from a distance, essentially setting the stage for collaborative document editing and remote work. Ellis held several teaching positions at Stanford University, the University of Texas, and MIT, and became the first African American to earn a Ph.D. in computer science.

Jerry Lawson

If you were an engineer in 1970s Silicon Valley, you may have sought out Jerry Lawson for semi-conductor chips. Considered by some as the “Father of Modern Gaming,” Lawson was an engineer and designer that helped develop Fairchild Channel F, an early cartridge-based gaming console. Lawson was a self-taught engineer who grew up in Queens, New York, experimenting with electronics and creating an amateur radio station by the age of 13 When he arrived at semi-conductor company Fairchild, he was one of the few Black men in the industry. Lawson became a member of the Homebrew Computer Club, a meetup made famous by Steve Jobs and Steve Wozniak. Later in life, Lawson became a mentor to engineering students at Stanford. In 2019, he posthumously received the ID@Xbox Gaming Heroes Award at the Game Developer's Choice Awards.