IT’S ESTIMATED THAT 1 in 3 American adults HAVE A CRIMINAL-JUSTICE INVOLVED PAST.
I’ve been rejected by employers because of my history and so that’s why I think I’m so grateful and thankful for Frontier... Now I have my own place, I just bought a new car, I have support, I have hope. I have positive influences in my life, positive people. Getting out of that bad, negative environment and those people. Here I was able to start over and start fresh.
SECOND CHANCE HIRING PRACTICES At Frontier Co-op, we firmly believe that we all deserve a second chance – an opportunity to start fresh and prove ourselves. So in 2018, following a visit by Frontier Co-op CEO Tony Bedard to a prison program where he recog- nized the capabilities and untapped potential of the hard-working participants he interacted with, Frontier Co-op began working with the Sixth Judicial District in Iowa to adopt second chance hiring practices. These practices allow for a fresh start by not including a box on job applications that asks about prior felony convic- tions. If a candidate makes it through the entire interview process, we typically only find out about any past charges or convictions during a background check. As long as the convictions are not related to violent crimes or sex offens- es, the candidate is still eligible for hire. Because anonymity is important to this program’s success, this information is never shared with the employee’s supervisor, peers, or the company’s management. Since its inception, more than 215 Frontier Co-op employees have been hired through the program.
“Frontier Co-op’s commitment to community impact, especially through programs like Breaking Down Barriers to Employment and Second Chance Hiring, is essential. These initiatives provide life-changing opportunities for individuals, fostering inclusion and empowerment while supporting a more equitable workforce.” — Jim Hoagland, Frontier Co-op Board of Directors
– Alisia Weaver, Frontier Co-op Operator
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