Overview:

The journey to meaningful employment for marginalized jobseekers involves more than providing job opportunities – it can also require comprehensive, wraparound supports that address the unique and overlapping systemic barriers experienced by these populations. Without this holistic approach, many individuals are left to navigate complex systems on their own, without the necessary support and resources needed for long-term success in the workplace.

This report will detail the program’s development, outcomes, the key lessons learned, and best practices for future implementation. The following sections outline the program’s lifecycle through five distinct phases. JHSO designed the EMPower program to address employment challenges faced by justice-involved individuals from diverse backgrounds, with a focus on supporting Black, Indigenous, and newcomer populations. By focusing on skill development, cultural responsiveness, and holistic support, the program aligned with best practices for improving employment outcomes among these groups. The program’s inclusive and adaptable approach helped participants build the skills and confidence necessary to succeed in the workplace, ultimately contributing to reducing employment barriers and promoting economic inclusion.

Resources

Program Phases

Phase 1:

Research

Before developing any program materials, extensive research was conducted to identify the best practices for addressing and supporting the employment needs of Black, Indigenous, and newcomer individuals with criminal justice involvement.

Phase 2:

Collaboration with Advisors

To ensure the program was inclusive and culturally sensitive, JHSO worked closely with advisors who had direct experience in providing employment services to individuals with criminal justice involvement.

Phase 3:

Program Development

The EMPower program was developed as an eight-module pre-employment training series designed to be delivered over 12 weeks. Participants were required to complete all program modules to be recognized as having successfully finished the program.

Phase 4:

Pre-Employment Training

The EMPower program offered a 12-week pre-employment training, with 8-weeks dedicated training. Before entering the program, each participant was assessed for job readiness to ensure they were prepared to engage fully and transition into the workforce.

Phase 5:

Connecting to Employment

Program staff provided ongoing support to participants in securing employment within their industry of interest. This included identifying relevant job opportunities, assisting with updating cover letters and resumes tailored to specific job applications, and helping participants prepare for interviews.

Research Highlights

Participant Demographics

Men
Women
Non-Binary
Black 15%
Indigenous 24%
Newcomer 27%

Barriers to Employment

Criminal History 68%
Work History 47%
Transportation 40%
Education 37%
Job search skills & interview skills 37%
Mental health & addiction 32%
0%
Completed the pre-employment training
0%
Found employment

Best Practices

It was encouraged that the program staff that were hired had lived experience, meaning they identified with one of the groups accessing the program. Participants consistently noted that staff who shared similar experiences provided meaningful, relatable support.

When seeking training opportunities for program staff, it was difficult to find specific training geared to employment services and job development for those with
criminal justice involvement, as this population is often excluded from social services. As a result, JHSO collaborated with advisors with experience delivering employment services to this population to provide training to program staff. This training was extremely informative for program staff, especially for those new to working with this population.

Each of the offices running the EMPower program were delivering employment services for the first time, with one program staff member as the only employment staff at each of the three offices. To provide program staff with a space to talk through any concerns regarding clients and the program, JHSO coordinated and facilitated monthly meetings among the three EMPower staff and their supervisors to share updates, discuss challenges, and support one another. This fostered a strong working relationship, with staff continuing to support each other outside scheduled meetings.

During the research phase, it became clear that many clients did not want program staff to engage directly with their employer due to the personal nature of disclosing a criminal record. Therefore, staff avoided employer check-ins without client consent. Some clients preferred minimal involvement from staff in their job application process, while others requested more hands-on support, including advocacy and communication with employers on their behalf.

The EMPower program successfully delivered programming to groups that are often excluded from social services. Many of the individuals who had been involved with the justice system reported that they had been out of the workforce for some time and the program was helpful in giving them practical help in re-entering the job market. Additionally, many shared that the certifications offered by EMPower were helpful in allowing them to get a job that met their immediate needs.

A recurring theme throughout participant interviews was that the EMPower program boosted their confidence and sense of empowerment for
their job search. The program’s support helped participants feel less isolated, especially through group sessions with others in similar situations. The program provided many participants with practical job-searching and resume-building skills that were useful to many of the diverse participants in the program. Many participants also noted that the job interview training was especially helpful in building skills and confidence and alleviating some of the anxiety around interviews. In addition, many newcomers noted that the program provided an opportunity to practice their English-speaking skills.

Often, those with criminal justice involvement and individuals of certain racial identities (particularly newcomers) are limited to job opportunities in very few industries. The EMPower program provided its participants with a sense of agency to choose the field of work that they want to go into and provided them with the support and encouragement to get them there.

The program was designed to accommodate personal challenges, allowing participants to take breaks without falling behind. While participants had 12 weeks to complete the program, there were only eight weeks of content, with each module standing independently. This structure allowed participants to return to the program at their own pace without feeling pressured to complete modules in a specific order.