14 Jul ‘Ban the box’ backfiring?
People tend not to think.
They start to think only when they develop something called ‘interest’.
This is why business owners and CEOs look for interest on the part of potential job candidates.
It is also why outsiders tend to assume that the dumbest ideas will work to coerce business owners to do what they want, and why it always backfires. (A necessary clarification: the outsiders in question aren’t actually interested in helping people.)
The widely groaned at ban the box law was enacted specifically to help minorities, the thinking behind the law being that minorities tend to commit higher amounts of crime and are therefore disadvantaged in the hiring market.
The overall soft racism of this idea aside, why in the world would anyone ever assume that making impossible verify that someone was not a criminal would ever help anybody?
Multiple studies from Batten University, the University of Oregon, the University of Michigan and Princeton University have been conducted to discover the results of these policies. Conducted throughout the enclaves of New York, New Jersey, and Silicon Valley, these studies have found that rather than give minorities a fair hearing, employers were now 4 times as likely to reject an applicant purely on basis of community affiliation, through the simple means of never even calling them in.
Employers are aware that minorities have a higher statistical crime rate, meaning that that for every minority community member who committed a crime, there are four (actually six) non-minority people who didn’t. (30% of populace committing 72% of violent crime.). Seeing as their interest, first and foremost, is the protection of themselves, their assets, their employees and their customers, it should not be in the least bit surprising that they are erring on the side of caution.
After all, interest makes you intelligent. Self-interest? That is the strongest and most reliable form of interest that there is.