As a career coach and human resources consultant, I sit on both sides of the table. As a career coach, I work with the job seeker who asks, “What do I say on the job application when they ask about my drug conviction?” And as a hiring manager, I have handed a job applicant a form that asks them to check the box if they have been convicted. Although this is a difficult question for both the job seeker and the hiring manager, the EEOC gives guidance on how to handle this issue. In a recent report called, “Background Checks: What Employers Need to Know”, the EEOC discusses the issues that are brought up when an employer creates a blanket policy that disqualifies candidates with a criminal history. One key issue is that it discriminates against minority groups who have a higher incarceration rate, according to data compiled by the U.S. Department of Justice. Follow this link, Background Checks, to learn more.