Employer & Community Relations

Being a fair chance employer means opening your hiring processes and practices to qualified individuals who have past involvement with the criminal justice system. These are candidates who are ready to work, bring valuable skills, and are eager to contribute – yet often face barriers to employment due to their criminal background.  Fair chance hiring expands opportunity and positions employers to access a large pool of untapped talent.

Hiring justice-impacted individuals is more than a second chance – it's a strategic business decision. Employers who hire through fair chance practices report:

• Higher retention rates: Justice-impacted individuals often show strong loyalty and commitment.
• Diverse, resilient teams: Justice-impacted employees bring unique perspectives and problem-solving skills.
• Positive brand reputation: Showing community investment improves customer and employee trust.
• Stronger local economies: Employment reduces recidivism, strengthens families, and builds safer, more stable communities.

Fair Chance Employers are able to take advantage of both the Work Opportunity Tax Credit (WOTC) and the Federal Bonding Program when they hire justice-impacted individuals.

Local chambers of commerce are uniquely positioned to promote inclusive hiring in their business communities and among employers. By advocating for fair chance employment chambers:

• Connect businesses to qualified, job ready candidates

• Educate employers on the benefits and best practices on inclusive hiring

• Encourage collaboration between justice, education, and workforce systems

Learn how chambers can empower local businesses and drive impact in fair chance hiring among employers in this ACCE Second Chance Handout.

CI offers hands-on training and transition support for incarcerated individuals preparing to reenter the workforce. If you’re interested in learning more about our programs, fair chance employment, or want to partner with us, please contact Brand and Mission Administrator, Mimi Jansen at 360.870.8020.

  1.  Airway Heights Corrections Center

  2.  Cedar Creek Corrections Center

  3.  Clallam Bay Corrections Center

  4.  CI HQ & Showroom

  5.  Coyote Ridge Corrections Center

  6.  McNeil Island Stewardship

  7.  Monroe Correctional Complex

  8.  Olympic Corrections Center

  9.  Stafford Creek Corrections Center

10.  Washington Corrections Center

11.  Washington Corrections Center for Women

12.  Washington State Penitentiary

Class I industries allow private sector companies to operate within state correctional facilities. The company provides management, on-site supervision, on-the-job training, and all machinery and equipment. Private industry staff interview and hire incarcerated individuals at wages comparable to those in the community. The Department of Corrections provides industrial space, vocational training, a CI representative to coordinate the program, and custody supervision according to the needs of the institution and the employer.

Class II industries are businesses owned and operated by the state, producing goods and services for tax-supported and non-profit organizations. These elective programs provide job training and work experience for incarcerated individuals. Class II manufacturing and service operations generate funds from the sale of their goods and services to support their activities.

Each Correctional Industries position is categorized according to its occupational definition using the Federal Standard Occupational Classification (SOC) system. Utilizing the SOC code classification system, CI Workers are able to match their skills and position competencies with what employers are looking for as they release.

Additionally, employers are able to easily see how the skills an individual utilizes in a specific position, based on the position’s SOC code, translates well into their industry’s workforce needs. Upon completion of 1,500 hours in one job classification, CI Workers who have demonstrated a high level of proficiency in their area of work may become eligible for a Certificate of Proficiency which is provided by their supervisor. Based on the established SOC codes, these certificates are issued in recognition of a worker’s competency of a specific position and set of skills.

If you would like to learn more about the various soft and technical skills our program participants learn in their classroom training, please visit the CI Training section of CI’s Skilled Workforce page.

To explore various SOC codes, skills, and competencies, please visit the O*NET Resource Center, the national standard and source of occupational information.

Inside to Out: A Look at Former CI Workers

For employers, human resources consultants, hiring managers, and other community partners who participate as guest interviewers, the Mock Interview events provide an experience that is positive, informative, and enlightening. While the events are opportunities for incarcerated individuals to receive objective feedback on interviewing from subject matter experts, the events also serve as opportunities for guest interviewers to have positive connections with skilled, motivated, experienced and talented participants who will eventually reenter the community. 

Mock Interview events offer a meaningful opportunity for employers and community partners to learn more about the potential of this hidden workforce.

CI’s WD team can help coordinate industries/shop/operations tours in facilities. Tours of operations can give employers more insight into the specific industry they are interested in.  To schedule a tour or to get involved in our upcoming Mock Interview events, please fill out our interest form.

“What we were looking for as interviewers was curiosity; a hunger to learn. Job interviews are a chance to set yourself apart, and to prove that you are capable and dependable. This exercise was transformational and I’m so proud of the participants.”

-- Human resources director for city government

“I enjoyed getting to meet and hear more about the talents of the interviewees.”

-- Small business owner

“The mock interview day was a powerful and deeply impactful experience for us. The thoughtful planning and dedication from both CI and incarcerated participants themselves were clearly evident, reinforcing their commitment to setting up pathways for success.”

-- Development director for a community-based organization

There are several ways in which you can help to support Correctional Industries’ mission and mock interview program.  If you would like to get involved or have questions, please reach out to Brand and Mission Administrator, Mimi Jansen, at mimi.jansen@doc1.wa.gov or 360.870.8020.

1. Guest Interview

Sign-up to participate as a guest interviewer at an upcoming mock interview: You can use our form to Sign Up and CI will contact you with additional information afterwards. A NCIC clearance form will need to be completed to participate in mock interviews and will be emailed to you after you have signed up.

2. Donate Business Attire

Donating interview attire and/or hangers: We are always looking for men’s and women’s interview appropriate (business and business casual) attire for our participants in the mock interview experiences. Acceptable items are:

• Hangers
• Men’s: Collared shirts, polo shirts, button up shirts
• Women’s: Blouses, cardigans, long and short sleeve business casual tops

3. Provide Food & Beverages

Food and Beverages for the Mock Interview Event: If you cannot support by being there in-person and/or do not have the time to participate but would like to contribute and support in another way, we are in need of refreshments for the day-of event. Water, soft drinks, snacks, and light lunch items (such as sandwiches, wraps, salads, fruit trays, meat and cheese trays) are welcomed and very much needed so that we can continue to create a good experience for everyone who volunteers their time to help with mock interviews for our CI Workers.

The main purpose of these events is to assist incarcerated individuals with their interview skills. It also helps instill the confidence they need for success outside the walls of prison. Many particiapants say they do not feel confident in finding a job once released, but by the end they feel better prepared to secure employment after discussing their relevant skills, abilities and experience with a mock interview panel. "It was challenging, but very insightful. I learned more about myself in regards to my strengths and weaknesses."