Bridging the Gap Between Correctional Education and Careers

January 15, 2026

By Jessica Keach

Correctional education reduces recidivism and provides significant social and economic benefits, making it a worthwhile investment for correctional systems and communities across the country.

But what does obtaining a degree or certificate mean if people with histories of incarceration can’t get jobs in their fields of study once they are released? And how can employers tap into this skilled, motivated workforce?

This blog post explores the following:

• the barriers that people who have criminal records face in obtaining employment and the value they bring to the workforce
• the importance of aligning correctional education offerings with labor market demand
• how one state’s correctional system is cultivating partnerships with employers and workforce partners to break down barriers for returning citizens

Dispelling Common Myths

According to a study in North Carolina, most people with a conviction have only one, and age, number of convictions, and time lapsed from most recent conviction are the most dependable predictors of reoffending—not the offense type. Yet, legal restrictions, formal and informal hiring practices, and stigma around hiring people who have histories of incarceration continue to create challenges for those seeking employment.

The two most common concerns human resources professionals and business leaders note about hiring people who have criminal records are the legal liability and the possible impact on the company’s brand. However, some companies, like Pursuit Aerospace in Connecticut, are leading the way through their investments in second-chance employment, which is “the practice of offering fair and equal job opportunities to individuals with criminal records,” and it’s making a difference.

The partnership between Pursuit Aerospace, the Connecticut Department of Correction, and Community Partners in Action is proving valuable for all involved, according to Pursuit’s human resources manager, Dan Vasbinder. The collaboration has helped Pursuit Aerospace tap into a skilled and motivated talent pool for aerospace manufacturing positions that were previously difficult to fill.

Another common myth is that hiring people with criminal records is not good for a business because they’re not as qualified or as capable as their peers without criminal records, but research tells a different story. Approximately 8 out of 10 human resources professionals who have hired people with criminal records report that these employees perform as well as or better than workers without records. And 81 percent report they cost the same or less to employ. Combined with the potential to reduce recidivism, hiring people with histories of incarceration benefits both business and communities.

Aligning Correctional Education With Labor Market Demand

People who have criminal records face challenges in finding employment that go beyond long-held stigmas. Legal barriers explicitly prohibit them from working in certain fields, including some finance-related occupations, maritime operations, and aeronautics occupations.

Federal law offers some relief in ensuring training is aligned to real-world, viable career opportunities for people who are incarcerated. To qualify for Pell Grant eligibility, postsecondary institutions must ensure that credentials offered in prison don’t lead to careers with licensure barriers for people with convictions. However, as a recent analysis shows, identifying these restrictions is complex. They vary significantly by state and industry, making the National Inventory of Collateral Consequences of Conviction a valuable starting place for understanding state-specific limitations.

Certain industries are more open to second-chance hiring. These include construction, manufacturing, utilities, wholesale trade, transportation, retail, and warehousing. But employer willingness is only part of the equation. People reentering their communities need access to stable, living-wage employment that entry-level retail or service positions may not provide.

So, what does it take to build education and reentry systems that meet the needs of both employers and returning citizens while ensuring pathways to stable, living-wage jobs upon release? One thing is certain: It takes an intentional investment in cross-sector collaboration between corrections, education, and workforce development partners to align training with real opportunities.

How One State Is Connecting Correctional Education With Careers

Connecticut’s Department of Correction (DOC) has leveraged American Rescue Plan Act funds to invest in their Vocational Village model, an investment in workforce training programs across five facilities, with a goal of ensuring that education and training behind bars lead to real job opportunities upon release. Instead of building a single Vocational Village facility, as some states have done, Connecticut upgraded existing programs and established new ones in fields such as construction and manufacturing.

As a part of their investment, the DOC has established or upgraded 11 programs across five facilities, including the Prison Industry Enhancement (PIE) Certification Program in partnership with Pursuit Aerospace. At York Correctional Institution, participants work Monday through Friday in a building located onsite. Participants create mills, earn a minimum wage, and often have the ability to continue their employment when they are released. The PIE program is expected to expand to two additional facilities.

Partnerships with external agencies have also proved successful in developing resources and offering training for in-demand occupations. The DOC has partnered with the University of Connecticut and the Department of Transportation to offer training programs in Asphalt and Concrete; with the Department of Motor Vehicles to provide a Commercial Driver’s License program; and with Central Connecticut State University and community partners to develop the Employer Toolkit, which supports Connecticut employers at any stage of implementing a second-chance hiring initiative.

The DOC has also established the Reentry Employment Advisory Committee (the Committee), chaired by an industry partner, which helps strengthen relationships between the DOC and the business community. The Committee also advises the DOC on how to align education and training with industry needs and promotes the Employer Toolkit.

Finally, the DOC has funded new positions—an employment specialist and a workforce development coordinator—to help students who are incarcerated turn their education into meaningful employment opportunities. Together, these efforts are part of an attempt to design a continuum of support for people returning to their communities—one that connects training, reentry services, and employment opportunities.

However, building this infrastructure has its challenges. Historically, the DOC’s focus has ended once individuals completed their sentences. Shifting toward an approach that prioritizes employment and further education and training upon release within a traditionally custody-oriented agency has required new capacity, mindset shifts, and stronger coordination across government and community partners. Correctional agencies do not need to have all the expertise internally; they just need to build the right partnerships.

By investing in workforce expertise; aligning training with local labor markets; and coordinating with agencies that provide training, housing, transportation, and support services, states can build a reentry system that truly connects correctional education to opportunity.

About Our Author

Jessica Keach (she/her) is a Manager of Research and Policy at WestEd, where she leads applied research, program evaluation, and technical assistance focused on adult and workforce education, substance misuse, and justice reform. She currently directs the evaluation of Connecticut’s Vocational Village program, helping to shape evidence-informed corrections education policy and practice.