Ban the Box: An evaluation of hospital hiring practices for formerly incarcerated individuals in New York City

Background:  Despite laws prohibiting employment discrimination based on a history of incarceration, nearly all job applications in the United States require applicants to disclose prior felony convictions by checking a box. Using “the box” to screen out potential employees with felony convictions limits the employment opportunities for formerly incarcerated persons; because the epidemic of incarceration predominately affects communities of color, the economic impact of this policy reinforces historic inequalities and propagates health disparities. In many communities, health systems are among the largest employers, and can serve as a model for other industries by removing “the box” from employment applications. Obtaining employment is key in helping formerly incarcerated individuals reintegrate into their community. There has been no systematic study of hospital policies regarding the formerly incarcerated. 

Study question(s):  How common are questions about felony convictions in NYC hospital online employment applications? What are the HR policies regarding hiring the formerly incarcerated in NYC hospitals?  What is the experience of hospitals which have “banned the box” or sought to facilitate hiring of the formerly incarcerated?

Methology:  We will review the websites of all 33 NYC hospitals for the presence of a felony history box, and interview HR personnel at hospitals with a record of hiring the formerly incarcerated (e.g. Johns Hopkins and California State Hospital systems).

Conclusions: Data derived from this study should help inform hospital hiring practices that benefit individuals who were formerly incarcerated, their families, their communities, and the hospitals which hire them.