Justice-involved Individuals (JIIs) face persistent disproportionality in employment in LA County compared to their peers with no justice involvement. According to the Prison Policy Initiative (PPI), formerly incarcerated individuals were found to have an unemployment rate of approximately 27%, and unemployment among JIIs to be the highest within 2 years of release from incarceration. The PPI (2018) also finds that formerly incarcerated JIIs are 10 times more likely to be homeless, and those that have been incarcerated more than once have a homeless rate that is 13 times higher than the general public. Difficulty in finding housing and employment perpetuates the cycle of homelessness and reoffending, ultimately increasing recidivism. The difficulty in finding employment is attributed to the stigma attached to being justice-involved, a lack of a coordinated support system, and a competitive job market. The stigma, which has been around for decades, poses a significant barrier to employment. A study conducted by Park and Tietjen (2021) found that employers believe JIIs lack the skills and values associated with being a productive and trustworthy employee, and a 2020 study performed by USC’s Sol Price Center for Social Innovation found employers identified stigma as a barrier to hiring justice-impacted youth. To help JIIs combat record-low unemployment numbers, California passed the Fair Chance Act (FCA) in 2018. In 2019, DEO launched the Fair Chance Hiring Campaign (FCHC) to educate employers on Fair Chance hiring practices, reduce the stigma associated with hiring a JII through employer education, and support JIIs in finding gainful employment through supportive services. After a lack of funding due to the COVID-19 pandemic, the campaign was relaunched in 2022-2023 and resulted in the hiring of 459 JIIs. While employers have been reporting higher rates of openness, there are still reports of discrimination towards JIIs, and employment numbers amongst this population are not significantly changing, even after 6 years of the FCA being adopted. The issue of unemployment and difficulty finding meaningful employment amongst JIIs was exacerbated as a result of the COVID-19 pandemic. The Bureau of Labor Statistics (2023) reported that JIIs faced greater employment disruptions than their counterparts, exacerbating the employment barriers that existed prior to the pandemic. The BLS explains that the labor markets in which JIIs are concentrated in were more negatively impacted than other labor markets that have fewer JIIs and stricter employment requirements. Although the State’s FCA is intended to provide protections for JIIs seeking employment, it contains gaps in its regulations that allow employers to work around the “fair chance process,” and has no system that penalizes the employer for discriminatory behavior during the hiring process. In response, the County adopted the Fair Chane Ordinance for Employers (FCO) that addresses the gaps found in the State’s law by adding additional protections for JIIs and authorizing the County to investigate and fine employers. As with any new Ordinance, outreach and education must occur so County employers are prepared for the regulations and JIIs are aware of their rights. As such, DEO is expanding the FCHC to launch the Fair Chance Ordinance Outreach program, following the strategic approach of the FCHC. The DEO will also coordinate with the Department of Consumer and Business Affairs (DCBA) and the Justice, Care and Opportunities Department (JCOD) to enhane service delivery This project will strategically target employers in areas that are found to have a high number of FCA and FCO complaints and will target JIIs in areas that have been significantly impacted by the pandemic. Targeted outreach will be achieved through the use of three providers: TaskForce to advertise and produce informational materials to be distributed online and in-person; Root & Rebound to assist with outreach and education towards employers, while also assisting with planning and executing information sessions countywide for employers JIIs; and the Center for Employment Opportunities to assist with outreach and engagement of JIIs, providing technical assistance to employers, hosting information sessions for JIIs, and assisting JIIs with job placements. Employers and business associations will be educated on the FCO, the inaccurate stigmas associated with JIIs, and the financial incentives that come with hiring a JII. Employers will also be provided technical assistance to ensure they are capable of FCO compliance and will be encouraged to partner with the County’s America’s Job Centers of California (AJCCs) to access a talent pool of job-ready JIIs. JIIs and CBOs will be educated on the FCO, where to find additional resources for employment and housing assistance, and who JIIs can turn to if they believe their rights have been violated. JIIs will also be encouraged to join our AJCCs for workforce services and will be routed to JCOD to access their workforce programs and housing assistance. With $1 million in ARPA funding, and the combined efforts of DEO, DCBA, and JCOD, this program will increase awareness, educate employers and JIIs, and assist JIIs in obtaining employment and receiving County assistance programs. Out of Prison & Out of Work | Prison Policy Initiative (2018) Nowhere to Go: Homelessness among formerly incarcerated people | Prison Policy Initiative (2018) New data on formerly incarcerated people’s employment reveal labor market injustices | Prison Policy Initiative (2022) The impact of the COVID-19 pandemic on workers with a criminal history : Monthly Labor Review: U.S. Bureau of Labor Statistics (bls.gov) “It’s Not a Conversation Starter.” Or is it?: Stigma Management Strategies of the Formerly Incarcerated in Personal and Occupational Settings · 2021 | Volume 10, Issue 3 (qualitativecriminology.com)