The Chamber of Commerce for Greater Philadelphia (the Chamber) is proud to formally release its Fair Chance Hiring Policy Memo, a set of practical, employer-informed recommendations to help Philadelphia strengthen and scale fair chance hiring implementation across the city. 

This memo follows City Council’s adoption of amendments to the Fair Criminal Record Screening Standards (Bill No. 250373-A) and builds on months of engagement among the bill’s sponsor Councilmember Rue Landau, employers, and workforce partners. 

Throughout the legislative process, the Chamber convened member employers, elevated operational considerations, and stayed actively engaged to ensure the final bill struck the right balance – expanding opportunity while providing workable compliance standards for businesses. 

Prior to passage, Councilmember Landau publicly recognized the Chamber’s role in the coalition that shaped the bill, underscoring that the amended legislation creates a “win-win” for justice-impacted Philadelphians and the business community alike. Ahead of the bill’s passage, Chamber leaders participated in a press conference on this issue, and we have since hosted our Fair Chance Hiring: Leading with Policy event, a virtual employer guidance program to support compliance and implementation. 

This policy memo serves as the next phase of that work. 

Why Fair Chance Hiring Matters to the Business Community 

Fair chance hiring is not just a policy issue, it’s a workforce strategy. Nearly 400,000 Philadelphians have had contact with the justice system. At the same time, employers across industries continue to report persistent hiring challenges and the need for stronger, more reliable talent pipelines. Research shows fair chance hiring can support retention, improve workforce stability, and expand access to motivated candidates. 

As highlighted in the memo, our members consistently cite talent shortages and evolving compliance requirements as top concerns. Poll findings collected during our employer engagement session indicated that: 

  • Many employers are only partially familiar with recent legal updates. 
  • The top barrier to expanding fair chance hiring is difficulty connecting to reliable talent pipelines. 
  • Employers want clear, plain-language tools, templates, and practical guidance to ensure compliance 

These insights reinforce what we have long believed: policy change alone is not enough. Effective implementation requires structured employer guidance, strong workforce partnerships, and coordinated public-private collaboration. 

What the Policy Memo Recommends 

The Chamber’s memo outlines three key pillars for strengthening Philadelphia’s fair chance framework. 

  1. Employer Guidance: Providing clear, accessible information and practical implementation resources to help employers navigate requirements with confidence and consistency. 
  2. Talent Pipeline Development: Stronger partnerships between employers, workforce organizations, and reentry service providers to create structured referral pipelines, pilot hiring cohorts, and align sector demand with justice-impacted talent pools. 
  3. Employer Incentives and Infrastructure: Expanded funding supports, streamlined workforce programs, and better outcome tracking to ensure hiring translates into retention and long-term mobility. 

Collectively, these recommendations are designed to help Philadelphia translate intent into impact by aligning shared standards with practical support that expands opportunity, strengthens economic mobility, and equips employers to lead. 

Building on Momentum: The Fair Chance Implementation Series 

The memo builds on the Chamber’s broader fair chance efforts, including our Fair Chance Hiring cohort model developed in partnership with Philadelphia Works, Envoy, JPMorganChase, and the National Reentry Workforce Collaborative. Through this ecosystem approach, we are bridging public policy and employer practice – connecting businesses with vetted talent pipelines and hands-on implementation support. 

Our next Fair Chance Implementation Cohort launches on Tuesday, March 3, 2026. The program equips participating employers with peer learning, technical assistance, and practical tools to operationalize fair chance hiring policies while strengthening their talent strategies. 

“Through our Fair Chance Implementation Cohort, we are providing pathways for employers to embrace inclusive hiring practices, strengthen our business community and talent pipeline, and expand economic opportunity across our region,” said Nikki Pumphrey, Vice President, Talent and Workforce, the Chamber.  

As implementation of the updated ordinance moves forward, collaboration between the City of Philadelphia, workforce intermediaries, and the private sector will be critical. Employers have expressed openness to expanding fair chance practices, but they need clarity, coordination, and support to do so effectively. 

The Chamber remains committed to ensuring that fair chance hiring in Philadelphia is both principled and practical – advancing economic mobility for justice-impacted individuals while supporting the workforce needs of our regional economy. 

For more information on the upcoming Fair Chance Implementation Cohort, please contact Tina White, Talent Strategies Coordinator, at cwhite@chamberphl.com or (215) 790-3628.