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Imagine walking into a room knowing you’re qualified, skilled, and ready to contribute—only to be turned away because of something you’ve worked tirelessly to overcome: a criminal record. For millions of justice-involved individuals, this is an everyday reality. It’s time to change the narrative. Their past doesn’t define their future, and true diversity, equity, inclusion—and belonging—means giving everyone the opportunity to succeed.

Belonging is a core human need. It’s more than just being hired or included; it’s about feeling seen, valued, and supported as a part of the team. For justice-involved individuals, belonging means knowing they’re more than their record—they’re a vital part of the organization and its success.

Diversity, equity, and inclusion often serve as a framework for workplace culture, but without belonging, these efforts fall flat. Hiring someone with a criminal record isn’t just an act of inclusion—it’s a statement that your organization values every person’s potential and is willing to create a space where they can thrive.

Justice-involved individuals bring unique perspectives shaped by resilience, growth, and determination. Including their voices enriches teams and creates innovative, adaptable workplaces. Equity is about breaking down barriers, including those caused by systemic biases in hiring practices, to ensure individuals have fair opportunities to succeed. Inclusion ensures people are invited into the conversation, but belonging goes further—it’s the feeling of being part of a team, knowing your voice matters, and having the confidence to show up as your full, authentic self. For justice-involved individuals, belonging transforms their employment from a second chance into a fresh start.

It’s easy to claim a commitment to diversity, equity, and inclusion, but true belonging requires action. Passing up qualified candidates because of their criminal record undermines any claim to inclusion and equity. Organizations must focus on aligning their values with their behaviors by taking meaningful steps. Removing questions about criminal history from applications is one way to ensure candidates are judged on their qualifications first. When criminal history does come up, it’s important to evaluate it fairly and in context, considering the time elapsed, the nature of the offense, and the efforts the individual has made to rebuild their life.

Creating a culture of belonging means going beyond hiring. Justice-involved employees often need resources such as mentorship, training, and wraparound services to succeed. Celebrating their contributions and achievements fosters an environment where they feel valued and included. Psychological safety is another essential element, where leaders address biases and create spaces where employees, regardless of their background, feel secure and empowered to share ideas and concerns.

When organizations prioritize belonging, the impact is profound. Employment reduces recidivism, strengthens families, and builds more inclusive communities. Justice-involved employees often become some of the most loyal and hardworking team members because they know the value of the opportunity they’ve been given.

Belonging is transformative. It allows people to see themselves not as their mistakes but as valued contributors to something greater. It gives them the confidence to step into their potential and the assurance that they’re part of a team invested in their success.

As someone who has faced the challenges of rebuilding life after incarceration, I understand the importance of belonging. It’s not just about getting a job—it’s about being welcomed into a workplace that values your journey and believes in your potential. Belonging changed my life, and I’ve seen it change the lives of others.

When we focus on belonging, we create organizations that don’t just hire for diversity but thrive because of it. We foster equity, not as a checkbox but as a commitment to leveling the playing field. And we promote inclusion that transforms into belonging, ensuring every team member feels they matter.

It’s time to stop letting criminal records define futures. It’s time to create workplaces where everyone—regardless of their past—belongs. Let’s be the change. Let’s build belonging.