At Checkr, we believe people with records should be able to leave their pasts behind.
Fair chance hiring is the practice of hiring people with arrest or conviction records. Fair chance hiring offers everyone an equal chance at suitable jobs, regardless of background. Fair chance hiring helps you find skilled, varied workers with different experiences, who boost diversity and business success.
Fair chance dashboard
The fair chance dashboard appears only if you use Checkr for employment purposes, not for business, insurance, or housing purposes.
You can access your organization’s fair chance dashboard from the "Fair chance" page of your Checkr Dashboard. This page has education, hiring-related analytics for organizations that have data, and other resources.
The data in this dashboard appears for admin users and other roles that have explicit permission to access analytics in the Checkr Dashboard.
The analytics below don't appear for all customers. The data your organization has determines which analytics appear.
Adverse action rate bar chart
The three-bar chart compares your rate of adverse actions to organizations that order a comparable number of background checks each year.
Your adverse action rate is the total candidates your organization initiated adverse action for, divided by the total reports that have the Review outcome.
"Average" is the adverse action rate of the 50th percentile for your group of similar-size organizations.
"High fair chance" is the adverse action rate of the top 10% of similar-size organizations with the lowest adverse action rates.
Fair chance opportunity metric breakdown
This section shows the total candidates who received adverse action in the past year and shows candidates in four charge categories:
- Pending charges: No official guilty or not-guilty decision exists, and the case is ongoing.
- Petty charges: Petty charges are the least severel, might not be serious in nature, and might not be relevant to your business or job type.
- Charges over seven years old: People are less likely to commit additional offenses over time. People with charges older than seven years have surpassed the statistical reoffense rate.
- Charges from when the candidates were younger than 25 years old: The Equal Employment Opportunity Commission (EEOC) encourages considering the person's age at the time of offense when determining eligibility for candidates with records. Research about brain maturation suggests that adolescent brains continue to mature well into the 20s. Additionally, according to many world organizations, such as the United Nations, "youth" refers to people younger than 25 years old. You can consider candidates who were younger than 25 at the time of the offense as “youth.”
For more information about fair chance hiring practices, refer to Checkr's Fair Chance Mission.