At 18, disgusted to see his mother suffering at the hands of an abusive partner for a decade, Daniel Benson kills him. The gesture is fraught with consequences: from 1982 to 1999, he will be imprisoned. He will take advantage of his years of detention to study until obtaining a baccalaureate in theology, then find a job as an editor at the magazine. Running away. “I was proactive during my incarceration,” he says. Immediately after prison, the editor of Running away hired me. “
Today, Daniel Benson is a speaker, accommodation coordinator for the John Howard Society of Quebec and intervention advisor at the Old Brewery Mission. He pleads for the integration of people with criminal justice in the workplace. “Reintegration into society has three pillars: having a job, a home and a social network,” he explains. Three things that are difficult for someone with a criminal record to acquire. Me, I have always worked, because I am relentless. I have only had one period of unemployment in my life. ”
Despite the labor shortage that weighs heavily on the shoulders of organizations, a recent survey by the Advisory Committee for Adult Judicial Clients (CCCJA) reveals that few leaders are open to hiring people with criminal justice (28%) . Barely 16% say they have ever hired someone with a record.
However, some workplaces are more open: the percentages climb to 37% in sectors such as manufacturing and transportation among those who have already hired and to 55% among those who say they are ready to hire.
PHOTO ALAIN ROBERGE, THE PRESS
Governments talk about reintegration, but I challenge any offender to get a government job. It is a taboo subject both for the brand image of a company and for its employees.
Daniel Benson
“We are so short of manpower, and in all departments, notes Alexis Durand-Brault, director and co-founder of ALSO Productions. I can’t afford to be choosy. I assume that the person hired has paid their debt. ”
Motivated and competent
There would not be a more loyal, grateful and hardworking employee than a former inmate who has taken charge, according to stakeholders interviewed by Press. “They are also more inclined to take a difficult job, a night shift, a seasonal job, at minimum wage, because in prison, they earn $ 5 an hour,” lists William Forest, business advisor at the labor center. ‘OPEX’82 work. Many are released from prison with skill cards and training. ”
For ten years, Alexis Durand-Brault has counted among his usual employees a man who has served a four-year sentence for drug trafficking. “He told me the truth when I met him,” he recalls. He sounded sincere. I felt he wanted to work hard. ”
PHOTO ALAIN ROBERGE, THE PRESS
Alexis Durand-Brault, director, producer and co-founder of ALSO Productions
I never regretted hiring him. I hire him on all my productions since. He did something stupid, but he recovered. He saw me as an opportunity to get out of the hole.
Alexis Durand-Brault, director, producer and co-founder of ALSO Productions
“From my experience, people with criminal justice really want to work,” adds Sophie Lajoie, general manager of Moisson Rimouski-Neigette. They have paid their debt. When they go out and sign up for a reintegration program, for example, there is something in motion. When we have hit rock bottom, having such luck pulls us to the top. While there may be a lack of trust or various interpersonal issues, it is the same with any employee. ”
Moisson Rimouski-Neigette hired four people in the past year. “We are in the context of a food bank,” describes Sophie Lajoie. One of the important values is to help people get out of difficult economic situations. We’re already used to not all being the same. It is very rich to be confronted with different ways of living. ”
PHOTO PROVIDED BY MOISSON RIMOUSKI-NEIGETTE
Sophie Lajoie, General Manager of Moisson Rimouski-Neigette
In recent years, thanks to an employment transition organization and a wage subsidy program, Groupe TAQ Division Alliance, in Amqui, has had two similar positive hiring experiences.
“The grant motivated us to recruit them and allowed us to have time to get to know them,” admits Anne-Marie Villeneuve, director of human resources for the bookbinding company. We trained them, they gained confidence and we discovered their skills. We already have people with functional limitations working. We strongly believe in reintegration into employment. Such hires prevent falling back into a pattern. The two people told us: “It helps us get back in hand.” ”
The magazine Newsweek recently wrote that reintegrating adult Americans with criminal records – they constitute 33% of the population – into work would reduce the labor shortage, provide access to motivated and productive employees, reduce social inequalities, crime and investments related to social inequalities. “Employers want to give back to the community,” says William Forest. Salary stability helps to find housing and to stop being in survival mode. ”
Fight against fear
Across the country, approximately 4 million Canadians have a criminal record, according to the RCMP and the CCCJA. It is also necessary to have the same perspective on the person who committed the theft and another who committed murders. “Why couldn’t someone who committed a murder not work?” Daniel Benson asks, however. The lowest recidivism rate is murder [moins de 0,5 %]. ”
Still according to the CCCJA study, the main obstacles to hiring are fear or mistrust (65%), the perception of people outside the company (40%), other company employees ( 24%) and lack of skills (20%). But do we have to tell other employees that a colleague with a criminal record is slipping into them? What about customers? “We are categorical: no, no law obliges the employer to communicate information,” replied William Forest.
“I spoke to my management, but not to the employees,” replies Anne-Marie Villeneuve. It’s delicate. Note that in the regions, everything ends up being known! But you can’t say what people did. ”
PHOTO PROVIDED BY TAQ ALLIANCE GROUP
Anne-Marie Vileneuve, Human Resources Director of Groupe TAQ Alliance
“In addition,” she adds, “with us, we cannot hire a fraudster, because we have a database. They shouldn’t be abusers either, because there are vulnerable employees among us. ”
“Anyway, the jewelry thief will not have the nerve to apply in a jewelry store,” illustrates Daniel Benson.
To limit bad unions and fears, OPEX’82 only recommends ready-made candidates. “We make sure we have a lot of information about the client,” explains William Forest. And we offer services to the employer in terms of integration and regular follow-up to ensure that there are no concerns or problems. It is not true that they are all very good, reliable employees. But they are no less so than the rest of the population. ”
Despite the reluctance that persists, OPEX’82 feels a breeze of change.
More and more, employers are opening up to recruiting marginalized people. We have received calls from several companies in recent years. COVID-19 has added another layer. There have been more requests since 2019.
William Forest, business advisor at the OPEX’82 workforce center
Three years ago, OPEX’82 set up a business service and created partnerships. “We have 115 partner companies, including 82 in Montreal,” says William Forest, who specifies, however, that the center is not an employment agency. “With companies, I discuss their reality, their position in relation to criminal records, sensitive information, such as the fact that we are not authorized to disclose crimes. Some employers, in the construction industry for example, are very open. Some people believe a lot in the second chance. ”
What the law says ?
According to article 18.2 of the Quebec Charter of Human Rights and Freedoms (as it can be read in a document of the CCCJA), “no one may dismiss, refuse to hire or otherwise penalize within the framework of his employs a person solely because he has been convicted of a penal or criminal offense, if this offense has no connection with the employment or if this person has obtained a pardon ”. An employer is entitled to ask an applicant if he has a criminal record. However, according to the Commission des droits de la personne et de la jeunesse, making a general request may imply an intention not to comply with section 18.2 of the Charter. Such a question must therefore be formulated with precision in order to determine whether there is a link between the offenses committed and the employment sought. While it clearly prevents discrimination, this article nevertheless contains an element of subjectivity, as there is no standard defining the concept of “connection with employment”.
Source: People facing justice, a pool of workers for Quebec, CCCJA, 2017
Tips for hiring a criminal justice person
Create meetings
“The CV is one thing, but when you meet people, you don’t have the word“ ex-convict ”in your head, says Alexis Durand-Brault, co-founder of ALSO Productions. Yes, you have to know that the person has committed a crime, but you have to learn to forgive. We have the right to get by in life. There are people who make mistakes and who one day decide that is enough. I don’t have to question justice. Society lacks nuance. There is a difference between a serial killer and a guy who has committed a robbery. ”
First, the skills
“Employers need to focus on the skills of the person,” says speaker Daniel Benson. You start by hiring someone who has the necessary skills for the job. And we shouldn’t consider hiring them just in times of scarcity, but all the time. ”
Have support
“I suggest turning to organizations,” says Anne-Marie Villeneuve, director of human resources at Groupe TAQ Division Alliance. And to have a greater openness. People in court are not necessarily bad guys. “Support and a wage subsidy can be reassuring for the company,” adds Sophie Lajoie, general manager of Moisson Rimouski-Neigette.