Turns out, Ban the Box is just the beginning.
A victor of the 2013 legislative session, the new bill requires employers to remove the question, and the check box, that asks potential employees about their criminal records. Beginning Jan. 2, 2014, employers can ask about criminal histories only after selecting applicants for interviews.
Advocates of second chances are saying, thank you, thank you. … And, now that we have your attention, here's what we need you to do next.
"Ban the Box is a big step forward," said Greta Bergstrom, spokeswoman for TakeAction Minnesota, a statewide people's network working for social, racial and economic justice. "But it's not an end unto itself."
The end comes when the state's racial jobs gap closes, and it's one heckuva wide gap at the moment. TakeAction Minnesota reports that African-Americans in the Twin Cities are three times more likely to be unemployed as whites — the nation's worst racial disparity.
While Ban the Box offers applicants a prized opportunity for a face-to-face chat, employers can, and frequently do, reject them anyway, arguing "customer and employee safety," among other reasons.
TakeAction Minnesota challenges companies to rethink that assumption, noting that one in four adults has a criminal record. They want companies to embrace best hiring practices established by the Equal Employment Opportunity Commission (EEOC), including a recommendation that questions about criminal records be limited to those that are relevant to the job sought.
A misdemeanor drug offense, for example, shouldn't preclude an applicant from getting a job stocking cans or working as a cashier, but that's often what happens. Even violent offenses shouldn't mean game-over, they add. Many offenses were committed decades earlier and applicants still face one slammed door after another.