Since the start of the Covid-19 pandemic, companies around the world have been experiencing a labour shortage, which has hampered production and raised costs.
Companies may prevent this problem by recruiting neurodiverse employees and those with criminal histories, according to JPMorgan Chase.
Thousands of people with criminal records, as well as people with autism or other conditions that were previously considered barriers to employment, have already been hired by the New York-based bank, according to Brian Lamb, JPMorgan's global head of diversity, equity, and inclusion, in a recent television interview.
“There’s a labor shortage, I think we’re all experiencing that globally,” Lamb said.
“It’s going to require unconventional approaches” to hiring, he said.
Despite possessing the abilities and attributes essential for employment, persons with criminal records and backgrounds may have difficulty finding work, according to Lamb. JPMorgan Chase, for its part, has deleted queries concerning candidates' criminal history from initial employment applications, according to Lamb. There were 271,025 workers at the bank by the end of 2021. External partners have also joined with the lender to provide resume and job counselling services.
“We’re hiring thousands of individuals with criminal backgrounds into the workplace at our firm,” Lamb said.
“That is another specific example of what we’re doing to make progress around tapping into the talent pools that have historically been left behind.”
According to Lamb, JPMorgan has created a pipeline for recruiting persons with disabilities such as autism in nine different nations.
In this initiative, the bank's partners assist it in identifying, selecting, and evaluating exceptional persons who have the potential to be hired and who can be placed in these programmes. According to Lamb, the bank believes that this has enabled them find and include hundreds of people in these initiatives, which it expects will lead to prospective recruits being employed into more than 40 jobs throughout JPMorgan Chase's business operations.
(Source:www.paypii.com)
Companies may prevent this problem by recruiting neurodiverse employees and those with criminal histories, according to JPMorgan Chase.
Thousands of people with criminal records, as well as people with autism or other conditions that were previously considered barriers to employment, have already been hired by the New York-based bank, according to Brian Lamb, JPMorgan's global head of diversity, equity, and inclusion, in a recent television interview.
“There’s a labor shortage, I think we’re all experiencing that globally,” Lamb said.
“It’s going to require unconventional approaches” to hiring, he said.
Despite possessing the abilities and attributes essential for employment, persons with criminal records and backgrounds may have difficulty finding work, according to Lamb. JPMorgan Chase, for its part, has deleted queries concerning candidates' criminal history from initial employment applications, according to Lamb. There were 271,025 workers at the bank by the end of 2021. External partners have also joined with the lender to provide resume and job counselling services.
“We’re hiring thousands of individuals with criminal backgrounds into the workplace at our firm,” Lamb said.
“That is another specific example of what we’re doing to make progress around tapping into the talent pools that have historically been left behind.”
According to Lamb, JPMorgan has created a pipeline for recruiting persons with disabilities such as autism in nine different nations.
In this initiative, the bank's partners assist it in identifying, selecting, and evaluating exceptional persons who have the potential to be hired and who can be placed in these programmes. According to Lamb, the bank believes that this has enabled them find and include hundreds of people in these initiatives, which it expects will lead to prospective recruits being employed into more than 40 jobs throughout JPMorgan Chase's business operations.
(Source:www.paypii.com)