Spring, 1998, Vol. 4, No. 2

Agency PROFILE

The Safer Foundation:Overcoming the Prison of the Past

By John Pratt, the Director of Annual Giving at the Boys and Girls Clubs of Chicago.

In Illinois we find ourselves in a "job gap." The Chicago Urban League reports that there are as many as six applicants competing for each entry level job in Chicago, and four per job in the state of Illinois. In this competitive market, it does not take much to disqualify a potential candidate from employment. And nothing seems to be as large a barrier to employment as a criminal record.

In 1972, Safer Foundation began addressing the critical needs of the "former offender" population in a focused effort to place ex-offenders in jobs. Working as the middleman between prisons and the private business community, Safer gave released prisoners a chance to make a new life. Since then, Safer has expanded its vision beyond job placement, seen its staff grow from one to 200 and its budget evolve from $44,000 to over $9 million.

Safer's clients have a low recidivism rate; 15% as opposed to 42% for all of Cook County. "We help people help themselves," is how B. Diane Williams, describes the work at Safer. But as Safer's president, she is quick to point out that there is "no single intervention that will stop crime from happening again." Safer recognizes the numerous needs of clients which, if left unattended, may result in a return to prison life.

Safer has developed a web of networked programs. Clients can take advantage of emergency assistance in securing housing, food, clothing and other essentials basic to human dignity. For many former offenders, coming to grips with alcohol and substance abuse is the first step to becoming productive, law-abiding members of the community. Safer's Prevention/Substance Abuse Counseling provides ex-offenders with the support they need. Basic case management is also offered to Safer's clients because many agencies are reluctant to serve former offenders. When Safer realized that ex-offenders faced barriers beyond the stigma of jail-time while moving back into society, they adjusted by providing programs aimed at transition as well as job placement.

The needs of Safer's clients are as complex and varied as their personal background. But one commonality is the strong desire to break the cycle of repeat criminal offense. These motivated individuals are often offenders who "do the time instead of letting the time do them" and can be better employees if they can put their "inside" to good use by taking classes, getting vocational training and having work assignments.

The regimen of prison life does not universally impact how ex-offenders transition into work. Prison life is structured and rigid with severe consequences for non-compliance. Many ex-offenders suffer from this loss of a structured life when they first leave prison. One of the things Safer looks for in candidates is how the ex-offender adjusts to a now unstructured life. The social aspects of prison culture do not remotely begin to resemble the variety of choices and responsibilities an ex-offender faces upon release.

But ex-offenders do have a potential advantage. Those who want to change make good employees because they are motivated, appreciate opportunity more than most, and often display a greater loyalty to employers who give them a chance. The range of jobs that prove successful for Safer clients include light assembly, manufacturing, warehousing, customer service, sales and an array of entry level positions. Serving as both incentive and insurance, Safer provides cost-free fidelity bonding to employers for the first six months. In addition, Safer's rigorous screening technique ensures candidates are placed in appropriate jobs. To date, every employer that has had a placement by Safer has returned for another.

But the work does not end or stop with clients. Employers receive ongoing support from the Employment Services Department. Having a place to call with questions and concerns about Safer candidates helps forestall development of potentially false conclusions about ex-offender employees. This level of support and sustained interest also assists candidates through the rough spots of new employment.

Safer works because it relies on individuals taking responsibility for their own future, while building on the lessons of the past. Not everyone chooses to let Safer help them help themselves, but those who do know its long lasting value.

John Pratt is the Director of Annual Giving at the Boys and Girls Clubs of Chicago.

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