staceybooks

There’s a specific kind of exhaustion that comes from constantly having to explain someone’s value. A fatigue that sets in when, time and time again, you find yourself justifying why a person with a criminal background or any barrier to employment is worthy of a second chance. A first chance. Any chance.

We have built programs. We have gathered data. We have shared success stories. We have created entire pipelines designed to reduce risk for employers, including reimbursement programs, tax credits, job coaching, wraparound support, and ongoing follow-up. We have done everything we can to make it easy.

And yet, here we are. Still pleading. Still explaining.

Still walking into meetings where we have to lead with, “Before you say no, let me tell you why this person matters.”

It’s an ongoing battle that honestly feels never-ending. Exhausting, in every sense of the word.

Because we’re not talking about theoretical people on paper. We’re talking about real humans – smart, skilled, hungry for an opportunity. We’re talking about single moms trying to provide for their children, veterans battling PTSD and trauma, returning citizens who have paid their debt to society ten times over, and individuals who have spent more time rebuilding their lives than most people spend climbing a career ladder.

These are people with certifications, degrees, lived experience, and resilience that most employers claim they want in a team member. But the moment the word “felony” comes up or a nontraditional resume appears, suddenly it’s a risk too great.

Let’s talk about risk.

Risk is hiring someone with no accountability structures, no support system, and no motivation beyond a paycheck. The people we’re talking about show up. They’ve fought to earn the chance to be in that interview seat. Many have mentors, coaches, and case managers behind them. They’ve had to rebuild their identity from the ground up. They’re not looking for a handout. They’re looking for the opportunity to prove you wrong.

And time after time, when employers take that chance, they get some of the hardest-working, most loyal employees they’ve ever had.

But still, we explain.

We build brochures and make polished presentations because that’s what it takes to prove value in a system built to discard people.

And honestly? We’re tired.

Not tired of the people we serve. We will never stop fighting for them. We’re tired of the closed doors. The dismissive nods. The polite “we’ll consider it” followed by silence. We’re tired of the gap between what companies say they value – diversity, inclusion, second chances – and what they actually do when it’s time to make a hire.

We’re tired of trying to convince the world that someone’s past doesn’t erase their future.

So here’s the ask, one more time:

If you’re an employer, stop waiting for perfection. Stop waiting for the ideal resume. Start looking at people for who they are right now and who they’re becoming. If you truly believe in second chances, back it up with action. If you care about community, equity, and change, this is where it starts.

Because the truth is, we’re not asking for anything extraordinary. Just a shot. Just a seat at the table.

And maybe one day, we won’t have to explain why that matters. Again.