Is your Workplace "Friendly" to Returning Citizens?

This article in Generocity (2/12/2018) struck a chord with us and prompted us to make more formal measures to make our workplace welcoming to Returning Citizens. Here's a sneak peak about what an organization must do: 1. Actively communicate in your job descriptions and to your existing staff a commitment to welcoming employees with criminal records. 2. “Ban the Box” by delaying criminal history questions until the final stage of the hiring process. (Note that in the City of Philadelphia, it is illegal to require job candidates to disclose criminal history older than seven years.) 3. Formally train human resources personnel on working with applicants and employees with criminal records. 4. O

Use People First Language to Discourage Deficit Thinking About Our Youth

When I was in graduate school at Brooklyn College back in the late 1990s, I took a class in special education where I was introduced to “people first language.” While I don’t regularly work with youth with disabilities, I’ve adopted people first language as part of my work, college teaching, interactions with and descriptions of the people with whom I work. Introduced in the late 1980s by advocacy groups in the United States that work with people with disabilities, the basic idea of people first language is to place emphasis on the person, rather than the condition by changing the sentence structure. So rather than “disabled people” or “disabled” the sentence structure becomes: “people with