Hiring People With Lived Experience the Right Way
Many nonprofits and government agencies are looking for ways to engage people who have experienced homelessness, addiction, or criminal justice involvement to help shape programs and de…
Many nonprofits and government agencies are looking for ways to engage people who have experienced homelessness, addiction, or criminal justice involvement to help shape programs and deliver services. This isn't just about "giving back;" it's about making your work more effective and reflecting the community you serve. But how do you do it in a way that respects their journey and empowers them, rather than tokenizing or exploiting them?
Understanding "Lived Experience" and Its Value
"Lived experience" refers to the first-hand knowledge and understanding gained from personal involvement in a particular social issue, like being unhoused, recovering from substance use, or navigating the justice system. These individuals offer invaluable insights into what programs work, what barriers exist, and how services can be delivered more effectively. They can build rapport with clients in ways that staff without similar experiences often cannot. When hiring, you're not just getting a person; you're getting a perspective that can transform your organization's impact.
- Authenticity: They understand the nuances and unspoken rules of the system.
- Trust-building: Clients often feel more comfortable and understood by peers.
- Program Design: Direct feedback on what genuinely helps and what falls short.
Defining Roles and Compensation Fairly
Don't just create "lived experience" positions as an afterthought. Think critically about where these insights are most needed in your organization. Is it as a peer mentor, a community outreach worker, a program evaluator, or even on your board of directors? Clearly define the job responsibilities, required skills, and expected outcomes. Most importantly, compensate them fairly and at a living wage. If the role involves similar responsibilities to other staff, the pay should reflect that. In many urban areas, a living wage for a single adult can range from $22 to $30 per hour, depending on local cost of living. Part-time roles should still offer benefits or pro-rated equivalents where possible and practical. Grant funding from programs like SAMHSA often includes provisions for peer support roles and can cover these salaries.
- Specific Job Descriptions: Outline duties, hours, and reporting structure.
- Equitable Pay: Benchmarked against similar positions within your organization or industry.
- Benefits Access: Consider health insurance, paid time off, and retirement contributions.
Addressing Barriers to Employment
People with lived experience often face systemic hurdles. Felony convictions can be a barrier to employment, especially in roles involving vulnerable populations. Limited work history, gaps in employment, and lack of traditional credentials also pose challenges. Be prepared to navigate these realities within legal and ethical boundaries. Review your organization's hiring policies and consider "ban the box" initiatives, which delay asking about criminal history until later in the hiring process. Explore funding streams like the Workforce Innovation and Opportunity Act (WIOA) that specifically support training and employment for individuals facing barriers. Some CDBG funds can also be allocated for job training programs.
- "Ban the Box" Policies: Focus on qualifications first.
- Skills-Based Hiring: Prioritize demonstrated abilities over conventional résumés.
- Documentation Support: Assist with obtaining IDs, birth certificates, and other necessary paperwork.
Providing Real Support, Not Just a Paycheck
Hiring someone with lived experience doesn't end with an offer letter. These individuals may still be navigating personal challenges, such as housing instability, ongoing recovery, or re-entry after incarceration. Your organization should be prepared to offer comprehensive, trauma-informed support. This could include flexible scheduling, access to mental health services, transportation assistance, or even warm handoffs to community resources like Section 8 housing navigation or local food banks. This isn't about charity; it's about investing in your employee's success, which directly correlates to your organization's success.
- Trauma-Informed Workplace: Training for all staff on sensitive communication and support.
- Mentorship Programs: Pairing new hires with experienced staff for guidance.
- Ongoing Professional Development: Training opportunities to grow skills and advance careers.
Cultivating an Inclusive Culture
Tokenism is the opposite of empowerment. An inclusive culture means genuinely valuing the perspectives of staff with lived experience and integrating their input into decision-making. Are they invited to strategic planning meetings? Are their concerns heard and acted upon? Do they feel safe challenging existing practices without fear of reprisal? This requires an organizational commitment from leadership downward to foster an environment of respect, psychological safety, and continuous learning. Regularly solicit feedback from these employees about their experience working with your organization.
- Diverse Voices in Leadership: Ensure lived experience is represented on boards and leadership teams.
- Safe Feedback Channels: Anonymous surveys, direct check-ins, and open-door policies.
- Anti-Stigma Training: Educate all staff to dismantle biases related to homelessness, addiction, and incarceration.
Hiring people with lived experience is a commitment. It requires thoughtful planning, fair compensation, robust support systems, and a truly inclusive organizational culture. By doing it right, your organization will not only gain invaluable expertise but also deepen its impact and better reflect the community it serves.
For a deeper dive into best practices and funding opportunities, explore resources from the National Association of Peer Supporters or look into local workforce development boards that can connect you with training programs and funding.
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