IndyGo adopted a Second Chance hiring initiative, intended to promote re-entry into the workforce and increase the pool of qualified applicants from which the agency can hire.
IndyGo recognizes there is a stigma associated with a criminal record that has resulted in significant obstacles to obtain employment. The new policy will help level the playing field for applicants who may be highly qualified but have had a criminal conviction, according to the agency.
Under this new policy, IndyGo will not make inquiries into an applicant’s criminal background until a conditional offer of employment has been made. If an applicant’s criminal background includes a conviction within the last seven years, the agency will conduct an individualized assessment of the situation.
“IndyGo’s service is all about opportunity — connecting riders to education, employment, and our community,” said IndyGo President/CEO Inez Evans. “This policy helps us to extend employment opportunities to even more qualified candidates and gives those with a criminal history a fair chance at employment.”
While IndyGo is committed to offering a second chance to otherwise qualified applicants who have a criminal background, there are exceptions to the rule. Applicants who have been convicted of felonies or misdemeanors for crimes against a child are not eligible for consideration under the new policy. The new policy does not apply to positions which a federal, state, or local law disqualifies an individual based on criminal background.