People leaving prison often face employer bias before they even get an interview. A management professor says the fix is not hiding the past, but leading with it.
Lawrence Houston, Assistant Professor of Management and Leadership at Bauer College, argues that transparency is a stronger strategy than delay. His advice is aimed at people re-entering the workforce after incarceration, a group that often struggles to get a fair shot at jobs.
The Bias Problem
Houston is direct about the core issue. Employers default to bias when they see a history of incarceration.
“People coming out of incarceration often struggle to get a fair shot at jobs because employers default to bias,” he said. “Delaying disclosure doesn’t solve that problem.”
The Transparency Strategy
The alternative is to control the narrative from the start. Houston recommends being upfront about your history while immediately pivoting to what you have built since.
“A more effective approach is being upfront about your history while clearly highlighting skills, education and accomplishments gained during that time,” Houston said.
This is not about confessing. It is about framing the record as one chapter in a longer story of growth.
Shifting Employer Perception
The goal is to change how the employer reads the resume. When a candidate names their past and then shows what they did with their time, the conversation shifts.
Houston says this approach helps shift how employers see the candidate. It moves the focus from the conviction to the capability.
The Long-Term Payoff
Houston ties the strategy to outcomes that matter beyond the first job offer. The benefit is not just getting hired; it is keeping the job and building a career.
“This helps shift how employers see the candidate,” he said, “likely leading to stronger support and better opportunities and long-term stability.”
That stability is the real prize.
What This Means for Job Seekers
The takeaway for applicants is simple: do not wait for the background check to introduce your record. Introduce it yourself, on your terms, with evidence of what you have done since.
Pair the disclosure with specifics. Show what the time away produced.
The Case for Early Disclosure
Houston’s argument rests on a simple comparison. Hiding the record lets bias run unchecked. Naming it early gives the candidate a chance to reframe the conversation.
The difference is control. Delayed disclosure surrenders the narrative to a background check. Upfront disclosure keeps it in the applicant’s hands.
Key Facts
- Speaker: Lawrence Houston, Assistant Professor of Management and Leadership, Bauer College
- Topic: Job-seeking strategy for people with incarceration histories
- Core claim: Upfront disclosure outperforms delayed disclosure
- Source: Bauer Business Focus
Disclosure Approaches Compared
| Approach | How it works | Likely result |
|---|---|---|
| Delayed disclosure | Hide the record; let background checks reveal it | Bias remains |
| Upfront transparency | Disclose early; pair with skills and accomplishments | Shifts perception; stronger support and stability |
Houston’s core message is that honesty, paired with proof of growth, is a practical career tool. For those re-entering the workforce, the record is fixed. The framing is not.
Source: houstonpublicmedia.org
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