Manufacturers seeking smart, loyal, hard-working employees who are in it for the long haul need to be scouring online career sites and hitting the college job-fair scene with gusto—or do they? Chroma Color Corporation Vice Chairman Matt Barr would say no.
Unusual staff source: Chroma Color Corporation, a 55-year-old specialty color concentrate supplier with facilities in North Carolina, New Jersey, Massachusetts, Illinois and Ohio, has been recruiting talent from a minimum-security prison for more than three decades.
- “For many years, we had a great pipeline” of workers from the Piedmont Correctional Institution in Salisbury, North Carolina, Barr said. “While the program ended with COVID, we’ve decided to rebuild it now that COVID has subsided.”
Staying power: Amid a pan-industry skilled-labor shortage and unprecedentedly high job turnover, Chroma Color hopes for some relief in the form of more second chance employees, who come to the company through a partnership with the North Carolina Department of Public Safety.
- Of the hundreds of second chance individuals who have found jobs at the company since 1990, 90% are still there or have since retired, Barr said. And 100% of those who came on full time have stayed out of the corrections system.
- “We don’t have a lot of turnover,” Barr said. The second chance employees “are very smart and they’re passionate about turning their lives around. People don’t give them enough credit.”
Making the most of an opportunity: Barr attributes much of the low recidivism and turnover to the company’s policy of paying good wages and ensuring that workers have support systems in place.
- The program’s workers “have mentors, so they have contact with people who have gotten out,” Barr said. “They’ve got a model to look at on how to make it work.”
Successes: Stories of second chance employees who have risen among the ranks at Chroma Color and changed their lives completely are many.
- One employee, now the Salisbury plant manager, “did seven years for armed robbery,” Barr said. The man now oversees 25 employees and makes hiring decisions.
- Another second chance staff member, who has been with the company for 17 years, was able to purchase a house just six months after completing his prison sentence. “That doesn’t happen without something like this,” Barr said of the company’s program.
Advice for other manufacturers: Barr, who says the competition for second chance workers is heating up as other companies start to see the state corrections system as potential hiring grounds, thinks more manufacturers would do well to embrace second chance hiring—but only for the right reasons.
- “It’s not cheaper at all, but what you get is a unique workforce that’s dedicated and thankful and devoted and anxious to learn,” he said. “You need to go into it with your heart in the right place and have a genuine appreciation of people. We’ve all made mistakes. [Second chance employees’] mistakes were just a little more costly.”
Manufacturing businesses have long been proponents of equality in the workplace. As legislation to codify protections for LGBT individuals passes through the House of Representatives, the National Association of Manufacturers joined the U.S. Chamber of Commerce, Business Roundtable, and other members of the business community in advocating its passage, forging coalitions and providing congressional testimony.
Introduced with bipartisan support in the U.S. House and Senate in March, the Equality Act includes federal protections for individuals based on sexual orientation and gender identity under the existing framework of the Civil Rights Act, which already provides protection against discrimination on the basis of religion, national origin, race, color or sex. The goal of the legislation is to ensure that no person can face legal discrimination based on their gender or sexual orientation, setting a clear federal standard to enable individuals to succeed based on their abilities and qualifications to perform a job.
“Employers understand the importance of creating an environment in which the very best people can succeed based on merit,” Patrick Hedren, NAM vice president, labor, legal and regulatory policy, said. “At the same time, manufacturers know that discrimination in any form is antithetical to the values that we work to uphold every day: equality of opportunity, individual liberty, free enterprise and competitiveness.”
In March, more than 40 other industry associations rallied to support the Equality Act, providing an important boost for the groundbreaking legislation. In the weeks since, manufacturing representatives have testified before the House Education and Labor Committee and signed a coalition letter to the House Subcommittee on Civil Rights and Human Services calling for the Act’s passage. As Congress considers the way forward, manufacturers have made clear that they intend to advocate forcefully on behalf of the legislation and uphold their commitment to workers of every gender identity and sexual orientation.
“The Equality Act creates a clear federal standard that matches the sentiments manufacturers already share: gender identity and sexual orientation have no impact on an employee’s abilities and discrimination is not welcome on the manufacturing floor,” Hedren said. “We look forward to working with Congress as this important legislation moves ahead.”
Washington, D.C. – National Association of Manufacturers (NAM) President and CEO Jay Timmons released the following statement after the Department of Labor (DOL) rescinded the 2016 Persuader Rule:
Manufacturers have fought for this victory for many years in the courts, in Congress and with two administrations, using the full weight of our policy, government relations and legal teams, said Timmons. The NAM’s Manufacturers’ Center for Legal Action was able to halt the rule in court in 2016.And in 2017, the Trump administration, as part of its broader regulatory relief agenda, thankfully began the process of unwinding the rule. This overreaching rule threatened to impose serious burdens on manufacturers and upend employee–employer communications. Now manufacturers are relieved that this threat to workplace communications is finally and officially off the books. Commonsense steps like this to rein in onerous regulations are a major reason why manufacturers are reporting record-high business optimism.
The Manufacturers’ Center for Legal Action (MCLA) is the leading voice of manufacturers in the courts and engages in a range of activities, including direct party litigation and operating a robust amicus program, as well as educating manufacturers about emerging legal trends. The MCLA is led by NAM Senior Vice President and General Counsel Linda Kelly and NAM Vice President of Litigation and Deputy General Counsel Peter Tolsdorf. More information on the MCLA can be found here.
The National Association of Manufacturers (NAM) is the largest manufacturing association in the United States, representing small and large manufacturers in every industrial sector and in all 50 states. Manufacturing employs more than 12 million men and women, contributes $2.25 trillion to the U.S. economy annually, has the largest economic impact of any major sector and accounts for more than three-quarters of private-sector research and development. The NAM is the powerful voice of the manufacturing community and the leading advocate for a policy agenda that helps manufacturers compete in the global economy and create jobs across the United States. For more information about the Manufacturers or to follow us on Shopfloor, Twitter and Facebook, please visit www.nam.org.