𝐇𝐈𝐆𝐇‑𝐏𝐄𝐑𝐅𝐎𝐑𝐌𝐈𝐍𝐆 𝐖𝐎𝐌𝐄𝐍: 𝐘𝐎𝐔𝐑 𝐀𝐂𝐇𝐈𝐄𝐕𝐄𝐌𝐄𝐍𝐓 𝐀𝐑𝐌𝐎𝐑 𝐈𝐒 𝐊𝐈𝐋𝐋𝐈𝐍𝐆 𝐘𝐎𝐔𝐑 𝐉𝐔𝐃𝐆𝐌𝐄𝐍𝐓.

25 years in corporate finance leadership. Trusted. Promoted. Suffocating.

Terminal caregiving. Impossible expectations. Chronic stress. A decade in fight‑or‑flight.

Then achievement armor—perfectionism, people‑pleasing, saying yes to everything—impaired my judgment completely.

Federal conviction. Wire fraud. 24 months sentenced.

Served:

6 months federal women’s prison camp

8 months halfway house (worse than prison)

2 years probation

Nearly 3 years federal supervision

Identity: destroyed. Career: gone. Reputation: obliterated.

But the infrastructure to rebuild didn’t exist. So I built it—in the exact sequence my own healing required.

1. SURVIVAL INFRASTRUCTURE
Indiana Reentry Corporation: Pathways for employment, housing, financial rebuilding I desperately needed. Built while still under federal supervision.

2. IDENTITY RECONSTRUCTION
inPOWER Her: P.O.W.E.R. framework (Purpose, Overcome, Wellness, Empowerment, Resilience) for formerly incarcerated women to drop the “felon” label and rebuild authentic identity. Tested on myself first.

3. PREVENTIVE EXECUTIVE COACHING
Drop The Red Cape: Same P.O.W.E.R. framework for corporate women executives—to recognize achievement armor before it leads to catastrophic failure (mine was federal prison).

4. SYSTEMIC EMPLOYMENT TECH
Workforce Navigator: EEOC‑compliant, job‑specific risk assessment tech I taught myself to code. Removes blanket criminal record bans for employers.

NOW: Labor economists and DOJ corrections specialists partnering to validate.

WHAT CLIENTS GET:

Executives / VPs:

Decision Velocity: Make clear, values‑aligned decisions without second‑guessing

Execution Reliability: Do what you say you’ll do, consistently, under pressure

Relational Threat Detection: Spot when “friends” or “mentors” are exploiting your armor

Employers / HR:

Fair‑chance hiring without liability risk

Vetted talent pipelines from reentry populations

Reduced turnover through authentic identity hiring

Organizations:

Leadership cohorts dropping armor, building resilience

Measurable ROI: retention, engagement, wellness KPIs

I don’t coach from research. I coach from federal prison.

The same framework works for formerly incarcerated women (inPOWER Her) and corporate executives (Drop The Red Cape) because achievement armor and stigma‑based identity are structurally identical.

Drop the cape. Lead as you.

[droptheredcape.com] | [indianareentry.org]

𝐈 𝐬𝐩𝐞𝐧𝐭 6 𝐦𝐨𝐧𝐭𝐡𝐬 𝐢𝐧 𝐟𝐞𝐝𝐞𝐫𝐚𝐥 𝐩𝐫𝐢𝐬𝐨𝐧 𝐟𝐨𝐫 𝐜𝐫𝐢𝐦𝐞𝐬 𝐭𝐡𝐚𝐭 𝐫𝐞𝐬𝐮𝐥𝐭𝐞𝐝 𝐟𝐫𝐨𝐦 𝐚 𝐝𝐞𝐜𝐚𝐝𝐞 𝐨𝐟 𝐨𝐩𝐞𝐫𝐚𝐭𝐢𝐧𝐠 𝐛𝐞𝐲𝐨𝐧𝐝 𝐜𝐚𝐩𝐚𝐜𝐢𝐭𝐲.

25 years of corporate leadership. Wire fraud conviction. Federal inmate #24998510.

𝐁𝐮𝐭 𝐡𝐞𝐫𝐞'𝐬 𝐰𝐡𝐚𝐭 𝐡𝐚𝐩𝐩𝐞𝐧𝐞𝐝 𝐧𝐞𝐱𝐭:
I built my healing journey into infrastructure—in the exact sequence my reconstruction required.

𝑭𝒊𝒓𝒔𝒕: Indiana Reentry Corporation (survival)
𝑻𝒉𝒆𝒏: inPOWER Her (identity reconstruction)
𝑻𝒉𝒆𝒏: Drop The Red Cape (prevention for executives)
𝑭𝒊𝒏𝒂𝒍𝒍𝒚:  Workforce Navigator (systemic barrier removal)

The same framework that helps formerly incarcerated women rebuild identity works for corporate executives dropping achievement armor.

Because both are system-imposed suffocation mechanisms.

I don't teach transformation from research.

I teach it from federal prison—validated by building it while healing myself.

Full story in the article below. 👇
https://lnkd.in/gB4FFKwj

#DropTheRedCape #SecondChances #AuthenticLeadership

Tammy Scudder

From Federal Prison to Systems Architect | I Help High‑Performing Women Drop Achievement Armor Before It Destroys Their Careers

𝐈'𝐦 𝐓𝐚𝐦𝐦𝐲 𝐒𝐜𝐮𝐝𝐝𝐞𝐫. 𝐈 𝐬𝐞𝐫𝐯𝐞𝐝 6 𝐦𝐨𝐧𝐭𝐡𝐬 𝐢𝐧 𝐟𝐞𝐝𝐞𝐫𝐚𝐥 𝐩𝐫𝐢𝐬𝐨𝐧 𝐟𝐨𝐫 𝐜𝐫𝐢𝐦𝐞𝐬 𝐫𝐞𝐬𝐮𝐥𝐭𝐢𝐧𝐠 𝐟𝐫𝐨𝐦 𝐬𝐭𝐫𝐞𝐬𝐬-𝐢𝐦𝐩𝐚𝐢𝐫𝐞𝐝 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧-𝐦𝐚𝐤𝐢𝐧𝐠 𝐚𝐟𝐭𝐞𝐫 25 𝐲𝐞𝐚𝐫𝐬 𝐢𝐧 𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩. 

Nearly 3 years under criminal justice supervision total.

𝑰 𝒃𝒖𝒊𝒍𝒕 𝒎𝒚 𝒓𝒆𝒄𝒐𝒏𝒔𝒕𝒓𝒖𝒄𝒕𝒊𝒐𝒏 𝒊𝒏 𝒔𝒆𝒒𝒖𝒆𝒏𝒄𝒆:

𝐅𝐢𝐫𝐬𝐭:  𝐈𝐧𝐝𝐢𝐚𝐧𝐚 𝐑𝐞𝐞𝐧𝐭𝐫𝐲 𝐂𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐢𝐨𝐧—because I needed support pathways that didn't exist

𝐒𝐞𝐜𝐨𝐧𝐝: inPOWER Her™—because I needed identity reconstruction, and so do other formerly incarcerated women

𝐓𝐡𝐢𝐫𝐝:  Drop The Red Cape™—because corporate executives need to avoid the catastrophe I experienced
​
𝐅𝐨𝐮𝐫𝐭𝐡: 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐨𝐫™—because identity work fails if employment barriers remain
​
I didn't build these after healing. 𝑰 𝒃𝒖𝒊𝒍𝒕 𝒕𝒉𝒆𝒎 𝒘𝒉𝒊𝒍𝒆 𝒉𝒆𝒂𝒍𝒊𝒏𝒈—documenting my own reconstruction in real time, 𝒕𝒉𝒆𝒏 𝒐𝒑𝒆𝒓𝒂𝒕𝒊𝒐𝒏𝒂𝒍𝒊𝒛𝒊𝒏𝒈 𝒊𝒕 𝒊𝒏𝒕𝒐 𝒊𝒏𝒇𝒓𝒂𝒔𝒕𝒓𝒖𝒄𝒕𝒖𝒓𝒆.

The same 𝐏.𝐎.𝐖.𝐄.𝐑. framework that helps formerly incarcerated women 𝐫𝐞𝐜𝐨𝐧𝐬𝐭𝐫𝐮𝐜𝐭 𝐢𝐝𝐞𝐧𝐭𝐢𝐭𝐲 works for corporate executives 𝐝𝐫𝐨𝐩𝐩𝐢𝐧𝐠 𝐚𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭 𝐚𝐫𝐦𝐨𝐫—because 𝒃𝒐𝒕𝒉 𝒂𝒓𝒆 𝒔𝒚𝒔𝒕𝒆𝒎-𝒊𝒎𝒑𝒐𝒔𝒆𝒅 𝒔𝒖𝒇𝒇𝒐𝒄𝒂𝒕𝒊𝒐𝒏 𝒎𝒆𝒄𝒉𝒂𝒏𝒊𝒔𝒎𝒔.
​
𝐈 𝐭𝐞𝐚𝐜𝐡 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧 𝐟𝐫𝐨𝐦 𝐟𝐞𝐝𝐞𝐫𝐚𝐥 𝐩𝐫𝐢𝐬𝐨𝐧, 𝐯𝐚𝐥𝐢𝐝𝐚𝐭𝐞𝐝 𝐚𝐜𝐫𝐨𝐬𝐬 𝐭𝐰𝐨 𝐩𝐨𝐩𝐮𝐥𝐚𝐭𝐢𝐨𝐧𝐬, 𝐛𝐮𝐢𝐥𝐭 𝐢𝐧 𝐭𝐡𝐞 𝐬𝐞𝐪𝐮𝐞𝐧𝐜𝐞 𝐦𝐲 𝐨𝐰𝐧 𝐬𝐮𝐫𝐯𝐢𝐯𝐚𝐥 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐝.

𝐈 𝐝𝐢𝐝𝐧’𝐭 𝐫𝐞𝐛𝐮𝐢𝐥𝐝 𝐚𝐟𝐭𝐞𝐫 𝐟𝐞𝐝𝐞𝐫𝐚𝐥 𝐩𝐫𝐢𝐬𝐨𝐧 𝐛𝐲 “𝐬𝐭𝐚𝐫𝐭𝐢𝐧𝐠 𝐨𝐯𝐞𝐫.”

I rebuilt by turning my own healing into infrastructure.

For 25 years, I was a corporate leader. Then came the conviction. And 6 months in federal prison.

When I came home, I realized something critical.

The infrastructure I needed to heal didn’t exist. So I built it—step by step.

𝑯𝒆𝒓𝒆 𝒊𝒔 𝒕𝒉𝒆 𝒔𝒚𝒔𝒕𝒆𝒎 𝑰 𝒄𝒓𝒆𝒂𝒕𝒆𝒅:

𝐈𝐧𝐝𝐢𝐚𝐧𝐚 𝐑𝐞𝐞𝐧𝐭𝐫𝐲 𝐂𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐢𝐨𝐧: This was about survival. Securing the basics when the world says you don't deserve them.

inPOWER Her™: This was about identity reconstruction. shifting from "offender" back to "leader."

Drop The Red Cape™ / 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐨𝐫™: This is about prevention and systemic change. Stopping others from falling off the same cliff.

If you’ve burned down your life, your job isn’t to “bounce back.”

It’s to build systems so you never collapse the same way twice.

𝐈𝐟 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐦𝐞 𝐭𝐨 𝐛𝐫𝐞𝐚𝐤 𝐝𝐨𝐰𝐧 𝐨𝐧𝐞 𝐨𝐟 𝐭𝐡𝐞𝐬𝐞 𝐬𝐲𝐬𝐭𝐞𝐦𝐬 𝐢𝐧 𝐝𝐞𝐭𝐚𝐢𝐥 𝐧𝐞𝐱𝐭 𝐰𝐞𝐞𝐤, 𝐜𝐨𝐦𝐦𝐞𝐧𝐭 𝐰𝐡𝐢𝐜𝐡 𝐨𝐧𝐞.

𝐀𝐈 𝐇𝐮𝐛𝐬 𝐀𝐫𝐞 𝐁𝐞𝐢𝐧𝐠 𝐁𝐮𝐢𝐥𝐭. 

𝐖𝐢𝐥𝐥 𝐉𝐮𝐬𝐭𝐢𝐜𝐞‑𝐈𝐦𝐩𝐚𝐜𝐭𝐞𝐝? 

Marymount University is leading NOVATech Works, a new AI‑enabled regional hub—funded in part by a GO Virginia grant—to connect employers, training providers, and job seekers across Northern Virginia’s tech economy. 

𝐓𝐡𝐞 𝐟𝐨𝐜𝐮𝐬: 
in‑demand skills in AI, cybersecurity, cloud, software development, and emerging technologies.

𝐈𝐭’𝐬 𝐞𝐱𝐚𝐜𝐭𝐥𝐲 𝐭𝐡𝐞 𝐤𝐢𝐧𝐝 𝐨𝐟 𝐢𝐧𝐟𝐫𝐚𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞 𝐞𝐯𝐞𝐫𝐲 𝐫𝐞𝐠𝐢𝐨𝐧 𝐰𝐢𝐥𝐥 𝐧𝐞𝐞𝐝:
•	Clear pathways from training to actual jobs.
•	Coordinated data on skills demand and program capacity.
•	A central place where employers, colleges, and workforce boards stop operating in silos.

𝐇𝐞𝐫𝐞’𝐬 𝐭𝐡𝐞 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧 𝐟𝐫𝐨𝐦 𝐚 𝐫𝐞𝐞𝐧𝐭𝐫𝐲 𝐚𝐧𝐝 𝐰𝐨𝐦𝐞𝐧’𝐬 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐩𝐞𝐫𝐬𝐩𝐞𝐜𝐭𝐢𝐯𝐞: 

𝑾𝒊𝒍𝒍 𝒋𝒖𝒔𝒕𝒊𝒄𝒆‑𝒊𝒎𝒑𝒂𝒄𝒕𝒆𝒅 𝒂𝒅𝒖𝒍𝒕𝒔 𝒂𝒏𝒅 𝒘𝒐𝒎𝒆𝒏 𝒃𝒆 𝒅𝒆𝒔𝒊𝒈𝒏𝒆𝒅 𝒊𝒏𝒕𝒐 𝒕𝒉𝒆𝒔𝒆 𝒉𝒖𝒃𝒔, 𝒐𝒓 𝒕𝒓𝒆𝒂𝒕𝒆𝒅 𝒂𝒔 𝒂𝒏 𝒂𝒇𝒕𝒆𝒓𝒕𝒉𝒐𝒖𝒈𝒉𝒕? 

Justice‑impacted talent often has the aptitude and grit for tech roles, but almost no visibility into coordinated pathways, fair‑chance employers, or the support needed to succeed in high‑stakes environments.

𝐓𝐡𝐞 𝐟𝐮𝐭𝐮𝐫𝐞‑𝐫𝐞𝐚𝐝𝐲 𝐫𝐞𝐠𝐢𝐨𝐧𝐬 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐭𝐡𝐞 𝐨𝐧𝐞𝐬 𝐭𝐡𝐚𝐭:
•	Pair AI/cyber/cloud initiatives like NOVATech Works with fair‑chance hiring and reentry partners.
•	Build wraparound supports—housing, coaching, supervision coordination—into tech training and placement.
•	Use data to show that investing in overlooked talent is a public‑safety and economic‑growth strategy.

𝑻𝒉𝒂𝒕’𝒔 𝒕𝒉𝒆 𝒊𝒏𝒕𝒆𝒓𝒔𝒆𝒄𝒕𝒊𝒐𝒏 𝒘𝒉𝒆𝒓𝒆 𝑰𝒏𝒅𝒊𝒂𝒏𝒂 𝑹𝒆𝒆𝒏𝒕𝒓𝒚 𝑪𝒐𝒓𝒑𝒐𝒓𝒂𝒕𝒊𝒐𝒏’𝒔 𝑾𝒐𝒓𝒌𝒇𝒐𝒓𝒄𝒆 𝑵𝒂𝒗𝒊𝒈𝒂𝒕𝒐𝒓 𝒆𝒄𝒐𝒔𝒚𝒔𝒕𝒆𝒎, 𝒊𝒏𝑷𝑶𝑾𝑬𝑹 𝑯𝒆𝒓, 𝒂𝒏𝒅 𝑫𝒓𝒐𝒑 𝑻𝒉𝒆 𝑹𝒆𝒅 𝑪𝒂𝒑𝒆™ 𝒍𝒊𝒗𝒆: 

connecting justice‑impacted women and returning citizens to employers and training partners who are serious about both innovation and inclusion.

If you are leading a tech hub, higher‑ed initiative, or workforce board and want your AI/cyber strategy to include fair‑chance talent on purpose—not by accident—that’s a conversation worth having now, not five years from now.

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indianareentry

We are proud to lead the development of NOVATech Works, a new regional initiative supported by a GO Virginia grant to strengthen Northern Virginia’s technology workforce.

This AI-enabled hub will connect job seekers, employers and training providers creating clearer pathways into in-demand fields like AI, cybersecurity, cloud computing and software development. 

Through NOVATech Works, Marymount continues its commitment to workforce innovation and building strong connections between education and opportunity.

Check it out and read more!

Graduations Inside Prison Are a Start, Not a Finish Line

Every time students graduate inside a jail or prison, it proves the same thing: when opportunity and effort meet, people rise.  

But if that achievement isn’t connected to housing, employment, and a structured reentry plan, it becomes another underused asset trapped behind the gate.

As a formerly incarcerated systems architect now building reentry ecosystems, this is the gap seen in state after state:
🧩Corrections and colleges deliver powerful education and training.
🧩Then, too often, the handoff to community, employers, and supervision is informal or nonexistent.

Graduation should be the on-ramp to a coordinated network:
✅Fair chance employers ready to receive justice-impacted graduates.
✅Housing partners who understand the realities of reentry.
✅Coaches and peer mentors to help translate credentials into confidence and career moves.
✅A data backbone that tracks outcomes over years, not just the day of the ceremony.

When states invest in education and the ecosystem around it, they’re not just changing individual lives—they’re improving public safety, stabilizing families, and rebuilding local workforces.

If you’re running education or reentry programs inside corrections and want to build that “after the tassel” bridge, that’s the work Indiana Reentry Corporation’s Workforce Navigator™, inPOWER Her, and Drop The Red Cape™ exist to do. 

Let’s talk about how your graduates can be seen, supported, and hired—not just celebrated.

ICYMI: Twenty four students at the Nebraska State Penitentiary graduated from Southeast Community College this week.

Read more:https://lnkd.in/g3VtXHBQ

When Visitation Hurts the Children We Say It’s Helping

There is broad agreement that family contact matters during incarceration. Visits and calls can reduce misconduct and recidivism and support healthier relationships over time. 

But for many children, the experience of visiting a parent in jail or prison is not automatically positive.

A recent review found that none of the children interviewed about visiting an incarcerated parent described the experience as positive; many reported fear, confusion, and unmet emotional needs in visitation spaces. 

When the lobby feels like a punishment zone and no one is responsible for the child’s emotional safety, “family contact” becomes another collateral consequence they carry into adulthood.

So we have to ask harder questions:
•	What is the role of a jail or prison when it comes to children?
•	Are we designing visitation to ease adult stress, or to protect kids and the public trust?
•	Why are we still treating child well-being as a side effect instead of a core correctional outcome?l

“Collateral Consequence Reform” is overdue. 

Protecting society from future victimization and safeguarding children’s well-being must sit at the center of corrections policy, not the margins. That doesn’t mean eliminating visitation; it means rebuilding it so it’s child-centered, trauma-informed, and developmentally appropriate:
•	Structured, age-appropriate visitation environments.
•	Trauma-informed preparation and debriefing for kids and caregivers.
•	Child-centered spaces instead of harsh institutional lobbies.
•	Therapeutic or supervised visitation when risk is high.
•	Thoughtful use of alternatives when in-person visits would cause more harm than good.

This is the work leaders, systems architects, and reentry partners must do together. 

Through Indiana Reentry Corporation’s Workforce Navigator ecosystem, inPOWER Her, and Drop The Red Cape™, the goal is the same: 
build systems where safety, healing, and accountability can coexist—for adults, for children, and for the communities that have to live with our policy choices.

If you are a corrections leader, child advocate, clinician, or policymaker working on this, what models have you seen that genuinely center the child’s experience during parental incarceration?

Corrections Leader | Culture Architect | From Chaos to Control

There is no question that maintaining contact with family can help incarcerated parents, and some research shows visitation may support parent-child connection. But the child’s experience of parental incarceration is not automatically positive.

A 2025 review found that none of the children studied reported positive visitation experiences, and many had unmet emotional needs and stressors related to their parent’s incarceration. � ScienceDirect

This raises a tough but necessary question:

What is the role of a jail or prison?

Is it to ease inmate stress, or is it to protect the public trust and prevent further harm to vulnerable groups, including children?

I believe protecting society from future victimization and safeguarding children’s well-being must be central to corrections policy.

That does not mean eliminating visitation, but it does mean we need to rethink how visitation is done so it is truly beneficial to children.

Some ideas worth exploring: 

• Structured, age appropriate visitation environments

• Trauma informed preparation and debriefing for children’s visits

• Child centered spaces rather than institutional lobbies

• Therapeutic or supervised visitation options

• Better use of alternatives when in-person visitation poses risk

I welcome thoughtful discussion from corrections professionals, clinicians, child advocates, and policymakers: 

• What models have you seen that genuinely support children?

• How do we balance rehabilitation goals with protecting children and the public trust?

We SHOULD choose care over incarceration.

Philanthropy | Legal & Policy Advocacy | Criminal Justice Reform | Entrepreneurship

“Many women encounter the justice system during moments of crisis—rooted in trauma, behavioral health needs, or domestic violence.”

But here’s the thing: We can choose care over punishment.

Why? Because when we support women in crisis, we strengthen whole communities.
https://loom.ly/D6nBfkQ

🌎𝐀𝐥𝐚𝐛𝐚𝐦𝐚: Workforce Navigator™ – digital platform matching justice-impacted folks to second-chance jobs + reentry supports nationwide (HQ: Indiana). Free employer tools, mentor matching. Partnered access for your community? DM me.

🌎𝐍𝐨𝐫𝐭𝐡 𝐂𝐚𝐫𝐨𝐥𝐢𝐧𝐚: Workforce Navigator™ – connects reentering citizens to fair-chance employers, housing/resources via Salesforce ecosystem. Scales your mentoring. Let’s sync for your 3K.

🌏𝐓𝐞𝐱𝐚𝐬: Workforce Navigator™ – reentry tech for jobs, identity coaching (inPOWER Her™), navigation. Proven for justice-impacted scale. Happy to demo for your mentors.

🌍𝐆𝐞𝐨𝐫𝐠𝐢𝐚: Workforce Navigator™ – employer matching + resilience tools for at-risk youth/adults. Nationwide but customized. Resource bundle for your community?

Together, we can bridge the gap between individuals in the penal system and officers to create safe environments, reduce recidivism, and shape a better future.

We Need your HeLP….

If you have any reentry resources in Alabama, North Carolina, Texas, or Georgia ……

Please comment below. 

We have a community of over 3,000 individuals we mentor for reentry and they are located in these states. 

We would love to have you share your resources to our community.

If you are interested please comment below the state and type of resource you know about or offer.

Thank you in advance. 

(Photo Credit) Pam Pierson

World class curriculum and it’s free! 👇

Harvard University just released free online courses.

No payment required.

Here are 10 courses you don't want to miss in 2026: 


1. Introduction to AI with Python.

Learn machine learning in Python.

You’ll learn:

→ Machine learning
→ Neural networks
→ knowledge representation
→ natural language processing
→ And many more.

🔗http://edx.sjv.io/09nN7V 


2. Introduction to Computer Science.

Explore computer science and programming.

You’ll learn:
→ Algorithmic thinking
→ Project development.
→ Multiple languages (C, Python, SQL, etc.)

🔗 http://edx.sjv.io/OeaxQN 


3. Artificial Intelligence in Business: Creating Value with Machine Learning

→ Learn to manage AI in business.
→ Understand when to adopt new tech
→ Align it with business strategy

🔗 https://lnkd.in/eMt7ssSA 


4. Mobile App Development Course

Develop cross-platform native apps using JavaScript with React Native.

Learn:
→ JavaScript
→ Debugging
→ Components, Props, State, Style
→ Components, Views, User Input
→ And many more.

🔗 http://edx.sjv.io/yqO1A2 


5. Data Science: Machine Learning.

Build a movie recommendation system using popular data science techniques.

Learning Objectives: Basics of ML, cross-validation, popular algorithms, recommendation system building, understanding regularization.

🔗 http://edx.sjv.io/MAkLzK 


6. CS50's Introduction to Programming with Python.

Explore programming using Python for various applications like:

→ Data science
→ Web programming
→ General-purpose programming

🔗 http://edx.sjv.io/qz0j9y 


7. Computer Science for Business Professionals. You’ll learn:

→ Programming languages
→ Internet technologies
→ Web development
→ Cloud computing

🔗 http://edx.sjv.io/DyqNGn 


8. Web Programming with Python and JavaScript.

A deep dive into web apps using Python and JavaScript. Learning Objectives:

→ Web apps using Python and JavaScript
→ Design and implement web apps
→ Frameworks mastery.

🔗 http://edx.sjv.io/9L9YDy 


9. CS50's Introduction to Game Development.

→ Explore 2D and 3D game development
→ Learn how to Design and build interactive games

🔗 http://edx.sjv.io/k0x65N 


10. Introduction to Data Science with Python.

In this online course to learn how to use Python to harness and analyze data.

Learning Objectives:

→ Use popular libraries
→ Run basic ML models
→ Practice Python for modeling

🔗 http://edx.sjv.io/QjGQL3

Creator, Workforce Navigator Platform (Reentry Tech) | Executive Coach: I help Women VPs & Leaders Drop The Red Cape™ to master Decision Velocity & Execution Reliability

CRO | Data & AI | Scaling $1M-$100M B2B Companies With AI | Turning Lean Teams Into High-Output Engines with Agents + Systems | Top 2% worldwide

MIT just did something Wharton will hate. 

They made $240,000 of elite AI education unavoidable.

Not by lowering standards. 
By making it FREE!

The exact math powering OpenAI. 
The neural network architectures behind Tesla. 
The fundamental knowledge Silicon Valley hoards.

Full lectures. Full problem sets. Full syllabi.

Zero dollars. 
Zero gatekeepers. 
Zero excuses.

This isn't marketing content. 
This is MIT OpenCourseWare. 
The actual MIT curriculum.

It’s been hiding in plain sight. 
But in the AI era, it’s no longer optional. 
It is the new baseline.

You do not need mastery to begin.
You need momentum.

𝗧𝗛𝗘 𝗠𝗜𝗧 𝗔𝗥𝗦𝗘𝗡𝗔𝗟:
1️⃣ 6.S087 | Foundation Models and Generative AI
The modern stack everyone pretends to understand.
The unlock: how ChatGPT actually works under the hood.

2️⃣ 6.S191 | Introduction to Deep Learning
MIT’s most watched AI course.
The unlock: build neural networks from scratch in 4 weeks.

3️⃣ 6.034 | Artificial Intelligence
Patrick Winston’s legendary course.
The unlock: first principles. Search, constraints, reasoning.

4️⃣ 6.036 | Machine Learning
Where models go to die and get reborn.
The unlock: the math that separates builders from talkers.

5️⃣ 6.S077 | Mathematics of Big Data
When Excel laughs at your dataset.
The unlock: process billions of rows without breaking.

6️⃣ The Missing Semester
What they do not teach anywhere else.
The unlock: why MIT grads ship 10x faster.

(Direct links via MIT OpenCourseWare in comments ⬇️)

𝗛𝗘𝗥𝗘'𝗦 𝗪𝗛𝗔𝗧 𝗡𝗢𝗕𝗢𝗗𝗬 𝗪𝗜𝗟𝗟 𝗧𝗘𝗟𝗟 𝗬𝗢𝗨:
MIT enrollment: 4,500 students 
MIT OCW users: 100 million

That's 22,000x more people with access.

But here's the brutal math: 
• 90% will bookmark and forget 
• 9% will start Week 1 
• 0.9% will finish the first course 
• 0.1% will complete the program

The new filter isn't admissions. 
It's ambition.

𝗧𝗛𝗘 𝗨𝗡𝗖𝗢𝗠𝗙𝗢𝗥𝗧𝗔𝗕𝗟𝗘 𝗧𝗥𝗨𝗧𝗛:
Your competition isn't just the MIT grad anymore.

It's: 
• The 16-year-old in Jakarta watching instead of gaming 
• The Uber driver doing problem sets between rides 
• The single mom studying at 3 AM after her kids sleep

They have the same access you do. 
Who is hungrier?

𝗧𝗛𝗘 𝗦𝗛𝗜𝗙𝗧:
2019: "I couldn't get into MIT" 
2026: "I couldn't finish MIT's free course"

The excuse died. Most people haven't noticed yet.

𝗠𝘆 𝗣𝗿𝗲𝗱𝗶𝗰𝘁𝗶𝗼𝗻: 
By 2027, you may not be asked where you studied. 
They'll ask what you built.

The degree on your wall -> Decoration. 
The models you deployed -> Signal.

Elite degrees still cost $240,000. 
MIT just proved knowledge doesn't have to.

MIT removed the gatekeeper. 
Ambition is the only filter left.

Share this with someone who won’t wait for permission.

Save 💾 ➞ React 👍 ➞ Share ♻️ ➞ Follow

𝐓𝐡𝐞 𝐦𝐨𝐬𝐭 𝐝𝐚𝐧𝐠𝐞𝐫𝐨𝐮𝐬 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐚𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭 𝐚𝐫𝐦𝐨𝐫 𝐢𝐬𝐧’𝐭 𝐛𝐮𝐫𝐧𝐨𝐮𝐭.

It’s what it does to your decision-making.

Before prison, I could close a multimillion‑dollar deal. But I couldn’t make a clear decision about my own limits.

𝐈 𝐜𝐚𝐥𝐥 𝐭𝐡𝐢𝐬 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧 𝐕𝐞𝐥𝐨𝐜𝐢𝐭𝐲.

𝑰𝒕’𝒔 𝒕𝒉𝒆 𝒔𝒑𝒆𝒆𝒅 𝒂𝒕 𝒘𝒉𝒊𝒄𝒉 𝒚𝒐𝒖 𝒓𝒆𝒂𝒄𝒉 𝒂 𝒗𝒂𝒍𝒖𝒆𝒔‑𝒂𝒍𝒊𝒈𝒏𝒆𝒅 𝒅𝒆𝒄𝒊𝒔𝒊𝒐𝒏 𝒘𝒊𝒕𝒉𝒐𝒖𝒕 𝒔𝒑𝒊𝒓𝒂𝒍𝒊𝒏𝒈 𝒊𝒏 𝒔𝒆𝒍𝒇‑𝒅𝒐𝒖𝒃𝒕.

When your armor is too heavy, three things kill your speed: 
❌ Chronic overcapacity.
❌ People‑pleasing. 
❌ The fear of being wrong.

My framework is designed to rebuild two things: 
✅ Clarity of values under pressure. 
✅ The ability to say “no” without internal collapse.

𝑻𝒉𝒊𝒔 𝒊𝒔 𝒘𝒉𝒂𝒕 𝑰 𝒎𝒆𝒂𝒔𝒖𝒓𝒆 𝒏𝒐𝒘 𝒘𝒊𝒕𝒉 𝒎𝒚 𝒄𝒍𝒊𝒆𝒏𝒕𝒔.

Not how smart they are. But 𝐡𝐨𝐰 𝐜𝐥𝐞𝐚𝐧𝐥𝐲 𝐚𝐧𝐝 𝐪𝐮𝐢𝐜𝐤𝐥𝐲 𝐭𝐡𝐞𝐲 𝐜𝐚𝐧 𝐝𝐞𝐜𝐢𝐝𝐞 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐛𝐞𝐭𝐫𝐚𝐲𝐢𝐧𝐠 𝐭𝐡𝐞𝐦𝐬𝐞𝐥𝐯𝐞𝐬.

𝐈𝐟 “𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧 𝐝𝐫𝐚𝐠” 𝐢𝐬 𝐜𝐨𝐬𝐭𝐢𝐧𝐠 𝐲𝐨𝐮, 𝐭𝐞𝐥𝐥 𝐦𝐞 𝐰𝐡𝐞𝐫𝐞 𝐢𝐭 𝐬𝐡𝐨𝐰𝐬 𝐮𝐩 𝐦𝐨𝐬𝐭: 𝐭𝐞𝐚𝐦, 𝐡𝐨𝐦𝐞, 𝐨𝐫 𝐦𝐨𝐧𝐞𝐲 𝐜𝐚𝐥𝐥𝐬?

Decision Velocity Framework

𝐇𝐢𝐠𝐡 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐞𝐫𝐬 𝐝𝐨𝐧’𝐭 𝐟𝐚𝐢𝐥 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐭𝐡𝐞𝐲 𝐝𝐨𝐧’𝐭 𝐤𝐧𝐨𝐰 𝐰𝐡𝐚𝐭 𝐭𝐨 𝐝𝐨.

They fail because they can’t consistently do what they already know.

I call this 𝐄𝐱𝐞𝐜𝐮𝐭𝐢𝐨𝐧 𝐑𝐞𝐥𝐢𝐚𝐛𝐢𝐥𝐢𝐭𝐲.

𝑰𝒕’𝒔 𝒕𝒉𝒆 𝒅𝒆𝒈𝒓𝒆𝒆 𝒕𝒐 𝒘𝒉𝒊𝒄𝒉 𝒚𝒐𝒖𝒓 𝒂𝒄𝒕𝒊𝒐𝒏𝒔 𝒓𝒆𝒍𝒊𝒂𝒃𝒍𝒚 𝒎𝒂𝒕𝒄𝒉 𝒚𝒐𝒖𝒓 𝒔𝒕𝒂𝒕𝒆𝒅 𝒗𝒂𝒍𝒖𝒆𝒔 𝒂𝒏𝒅 𝒄𝒐𝒎𝒎𝒊𝒕𝒎𝒆𝒏𝒕𝒔.

I lived in this gap for years before my life burned down. 

𝐈 𝐬𝐚𝐰 𝐭𝐡𝐞 𝐰𝐚𝐫𝐧𝐢𝐧𝐠 𝐬𝐢𝐠𝐧𝐬, 𝐛𝐮𝐭 𝐈 𝐢𝐠𝐧𝐨𝐫𝐞𝐝 𝐭𝐡𝐞𝐦:
❌ Saying "yes" when my body was screaming "no." 
❌ Making promises fueled by guilt, not actual capacity. 
❌ Dropping the quiet, important commitments to myself first.

We treat these like small lapses. They aren't. 𝑻𝒉𝒆𝒚 𝒂𝒓𝒆 𝒔𝒕𝒓𝒖𝒄𝒕𝒖𝒓𝒂𝒍 𝒄𝒓𝒂𝒄𝒌𝒔.

This is why my work with leaders now is obsessive about closing that gap.

𝐏.𝐎.𝐖.𝐄.𝐑. 𝐭𝐫𝐚𝐜𝐤𝐢𝐧𝐠 → 𝐖𝐞 𝐢𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐞𝐱𝐚𝐜𝐭𝐥𝐲 𝐰𝐡𝐞𝐫𝐞 𝐲𝐨𝐮𝐫 𝐯𝐚𝐥𝐮𝐞𝐬 𝐚𝐧𝐝 𝐲𝐨𝐮𝐫 𝐛𝐞𝐡𝐚𝐯𝐢𝐨𝐫 𝐝𝐢𝐯𝐞𝐫𝐠𝐞.

Micro-coaching → We build the muscle to close the “knowing–doing” gap.

𝐅𝐞𝐝𝐞𝐫𝐚𝐥 𝐩𝐫𝐢𝐬𝐨𝐧 𝐟𝐨𝐫𝐜𝐞𝐝 𝐦𝐞 𝐭𝐨 𝐜𝐨𝐧𝐟𝐫𝐨𝐧𝐭 𝐚 𝐡𝐚𝐫𝐝 𝐭𝐫𝐮𝐭𝐡:

Intent doesn’t protect you from impact. 𝑶𝒏𝒍𝒚 𝒓𝒆𝒍𝒊𝒂𝒃𝒍𝒆 𝒆𝒙𝒆𝒄𝒖𝒕𝒊𝒐𝒏 𝒅𝒐𝒆𝒔.

𝐈𝐟 𝐲𝐨𝐮𝐫 𝐚𝐜𝐭𝐢𝐨𝐧𝐬 𝐚𝐧𝐝 𝐯𝐚𝐥𝐮𝐞𝐬 𝐚𝐫𝐞 𝐨𝐮𝐭 𝐨𝐟 𝐬𝐲𝐧𝐜, 𝐰𝐡𝐚𝐭 𝐛𝐫𝐞𝐚𝐤𝐬 𝐟𝐢𝐫𝐬𝐭 𝐟𝐨𝐫 𝐲𝐨𝐮?

𝐘𝐨𝐮𝐫 𝐡𝐞𝐚𝐥𝐭𝐡, 𝐲𝐨𝐮𝐫 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬, 𝐨𝐫 𝐲𝐨𝐮𝐫 𝐞𝐭𝐡𝐢𝐜𝐬?

The Execution Reliability Gap

This CCR hits the real gap: people complete programs like Ready to Work, but a background check still quietly kills the offer.  
Workforce Navigator was built to close that gap – scores first, records last. It gives cities, workforce programs and employers a shared, consistent way to assess justice-impacted candidates, align with EEOC guidance, and track actual outcomes (placement and retention), not just training enrollments. Pairing that kind of framework with this policy could turn “second chance” from a slogan into an operating system for San Antonio’s hiring ecosystem.

San Antonio leaders are moving forward with a proposal to expand employment opportunities for residents with criminal records. The effort includes exploring a joint workforce initiative with Bexar County signaling a commitment to inclusive economic growth. Access to work changes lives and strengthens communities.

#SecondChanceHiring #ReentryEmployment #WorkforcePolicy #ICJA

Read On: https://lnkd.in/eHYVC4xU

𝐃𝐨𝐧𝐞 𝐀𝐩𝐨𝐥𝐨𝐠𝐢𝐳𝐢𝐧𝐠

𝐈'𝐦 𝐠𝐨𝐢𝐧𝐠 𝐭𝐨 𝐬𝐡𝐨𝐰 𝐲𝐨𝐮 𝐰𝐡𝐚𝐭 𝐚 𝐟𝐨𝐫𝐦𝐞𝐫𝐥𝐲 𝐢𝐧𝐜𝐚𝐫𝐜𝐞𝐫𝐚𝐭𝐞𝐝 𝐬𝐲𝐬𝐭𝐞𝐦𝐬 𝐚𝐫𝐜𝐡𝐢𝐭𝐞𝐜𝐭 𝐬𝐨𝐮𝐧𝐝𝐬 𝐥𝐢𝐤𝐞 𝐰𝐡𝐞𝐧 𝐬𝐡𝐞'𝐬 𝐝𝐨𝐧𝐞 𝐚𝐩𝐨𝐥𝐨𝐠𝐢𝐳𝐢𝐧𝐠 𝐟𝐨𝐫 𝐛𝐞𝐢𝐧𝐠 𝐞𝐱𝐭𝐫𝐚𝐨𝐫𝐝𝐢𝐧𝐚𝐫𝐲.

6 𝐦𝐨𝐧𝐭𝐡𝐬 𝐚𝐠𝐨: Unemployed. Figuring out reentry with lived experience and vision.

𝐓𝐨𝐝𝐚𝐲: I built a production-ready Salesforce platform in 6 months. With $0. While unemployed.

𝐇𝐞𝐫𝐞'𝐬 𝐰𝐡𝐚𝐭 𝐞𝐱𝐢𝐬𝐭𝐬:
✅ Workforce Navigator - Salesforce platform with 23 custom Agentforce actions managing participants from inside custody through 3-year stability
✅ BRIDGEfit Matrix - Proprietary conviction-task relevance matching (IP no competitor has)
✅ RECAP Index - Skills and readiness verification
✅ RECLAIM 52 - Trauma-informed coaching: Reclaim Identity, Rebuild Relationships, Thrive Professionally
✅ 10 agent topics, 30 automated behaviors - Fair-chance sourcing, compliance automation, training pathways, mentorship, analytics
✅ Nevada GC compliance mapping - Shows construction GCs undocumented labor exposure vs verified replacement workers
✅ AppExchange-ready - API docs complete, Feb 2026 launch
✅ Three-market pilots - Arizona, Indiana, Florida
✅ NDASA Conference - Presenting April 26-30, 2026

𝐓𝐡𝐢𝐬 𝐢𝐬𝐧'𝐭 𝐚 𝐝𝐫𝐞𝐚𝐦. 𝐓𝐡𝐢𝐬 𝐢𝐬 𝐩𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐨𝐧-𝐫𝐞𝐚𝐝𝐲 𝐞𝐧𝐭𝐞𝐫𝐩𝐫𝐢𝐬𝐞 𝐢𝐧𝐟𝐫𝐚𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞.

I didn't learn this in business school. I learned it from lived experience, pure grit and determination—then documented my reconstruction and operationalized it into the reentry industry's Salesforce.

The same framework that rebuilt my identity now manages participants from inside custody through stability.

The same barrier removal that got me employed now coordinates corrections, reentry orgs, training, housing, employers, and mentors.

The same conviction logic that helped me explain wire fraud now automates fair-chance hiring for GCs facing ICE enforcement.

𝐈'𝐦 𝐝𝐨𝐧𝐞:
❌ Positioning as "social impact project"
❌ Asking permission to be taken seriously
❌ Apologizing for building something extraordinary with no funding and a felony record
❌ Waiting for validation

𝐈'𝐦 𝐝𝐨𝐢𝐧𝐠:
✅ Closing Nevada GC contracts at $75K-150K annual
✅ AppExchange listing February
✅ NDASA presentation April
✅ Building the coalition that makes this standard

𝐈𝐟 𝐲𝐨𝐮'𝐫𝐞:
→ DOC leader needing pre-release employment infrastructure
→ Reentry org managing caseloads with spreadsheets
→ Construction GC facing ICE compliance exposure
→ Training provider needing outcome tracking

𝑳𝒆𝒕'𝒔 𝒕𝒂𝒍𝒌. 𝑰 𝒋𝒖𝒔𝒕 𝒃𝒖𝒊𝒍𝒕 𝒘𝒉𝒂𝒕 𝒚𝒐𝒖'𝒗𝒆 𝒃𝒆𝒆𝒏 𝒘𝒂𝒊𝒕𝒊𝒏𝒈 𝒇𝒐𝒓. (sneak peak below)

𝐈'𝐦 𝐓𝐚𝐦𝐦𝐲 𝐒𝐜𝐮𝐝𝐝𝐞𝐫.
Former Federal inmate #24998510. 
Systems architect. Founder, Workforce Navigator.
And I'm done apologizing for being extraordinary.

#SecondChances #Salesforce #FairChanceHiring #Reentry #WomenInTech #SocialImpact #Agentforce

Reentry Is Overwhelming – But It’s Not a Motivation Problem

Leaving incarceration, people are hit with everything at once: IDs, housing, probation, treatment, childcare, family, and “get a job now.”

When systems pile on tasks, even the most motivated people shut down—not because they don’t care, but because the load is unworkable.

In Indiana Reentry Corporation’s Workforce Navigator ecosystem and inPOWER Her, women make the fastest progress when we do three things:

•	Strip the first week down to 1–3 critical wins (ID, phone, safe bed).

•	Translate every requirement into a clear, scheduled next action.

•	Align employers and community partners around realistic ramp‑up, not instant “stability.”

Programs don’t need more forms; they need better structure around reentry load.  

If you’re leading workforce, supervision, or peer‑support teams and want to embed this into your process design in 2026, let’s talk about piloting it together.

VP, Director of Services and Community Engagement, Case Manager, Reentry Specialist at Compass Reentry Peer Support

Reentry Is Overwhelming

Individuals leaving incarceration face multiple demands at once—housing, employment, supervision, healthcare, and family reunification. Studies show that task overload increases avoidance and disengagement, even among highly motivated individuals.

Example:
Rather than addressing everything in one meeting, a peer mentor helped Jasmine focus on just two priorities: ID replacement and a housing intake. Progress resumed once the load felt manageable.

Breaking it down keeps people moving forward.

To learn more visit https://lnkd.in/gi7HUhM2

#secondchances #ReentryMatters #reentrytip #reentryprofessionals

𝐈𝐟 𝐲𝐨𝐮𝐫 𝐰𝐨𝐫𝐤 𝐢𝐬 𝐫𝐞𝐚𝐥, 𝐲𝐨𝐮 𝐬𝐡𝐨𝐮𝐥𝐝𝐧’𝐭 𝐛𝐞 𝐭𝐡𝐞 𝐨𝐧𝐥𝐲 𝐨𝐧𝐞 𝐬𝐚𝐲𝐢𝐧𝐠 𝐬𝐨.

After sharing my federal incarceration story last week, something important happened.

The conversation shifted from "sympathy" to "systems."

𝑻𝒉𝒓𝒆𝒆 𝒔𝒑𝒆𝒄𝒊𝒇𝒊𝒄 𝒈𝒓𝒐𝒖𝒑𝒔 𝒓𝒆𝒂𝒄𝒉𝒆𝒅 𝒐𝒖𝒕:
🎯𝐀 𝐋𝐚𝐛𝐨𝐫 𝐄𝐜𝐨𝐧𝐨𝐦𝐢𝐬𝐭 → To explore validating the data behind my employment technology.
🎯𝐀 𝐅𝐞𝐝𝐞𝐫𝐚𝐥 𝐂𝐨𝐫𝐫𝐞𝐜𝐭𝐢𝐨𝐧𝐬 𝐓𝐫𝐚𝐮𝐦𝐚 𝐒𝐩𝐞𝐜𝐢𝐚𝐥𝐢𝐬𝐭 → To raise his hand and join the coalition.
🎯𝐑𝐞𝐞𝐧𝐭𝐫𝐲 𝐂𝐨𝐨𝐫𝐝𝐢𝐧𝐚𝐭𝐨𝐫𝐬 → Asking the same question: "How do we bring this in?"

This is the turning point.

That’s how you know your lived experience has crossed over into systems work:

𝐏𝐞𝐨𝐩𝐥𝐞 𝐰𝐡𝐨 𝐬𝐭𝐮𝐝𝐲 𝐚𝐧𝐝 𝐫𝐮𝐧 𝐭𝐡𝐞 𝐬𝐲𝐬𝐭𝐞𝐦𝐬 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐭𝐞𝐬𝐭 𝐢𝐭.

My goal over the next 12 months is simple.

I am moving this from "Tammy’s story" to published data, pilots, and frameworks that anyone can use.

𝐈𝐟 𝐲𝐨𝐮 𝐬𝐢𝐭 𝐢𝐧𝐬𝐢𝐝𝐞 𝐚 𝐬𝐲𝐬𝐭𝐞𝐦—𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞, 𝐜𝐨𝐫𝐫𝐞𝐜𝐭𝐢𝐨𝐧𝐬, 𝐨𝐫 𝐡𝐢𝐠𝐡𝐞𝐫 𝐞𝐝—𝐚𝐧𝐝 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐞𝐱𝐩𝐥𝐨𝐫𝐞 𝐩𝐢𝐥𝐨𝐭𝐬, 𝐃𝐌 𝐦𝐞 '𝐏𝐈𝐋𝐎𝐓'.

𝐖𝐞 𝐖𝐚𝐧𝐭 𝐭𝐨 𝐊𝐧𝐨𝐰 𝐖𝐡𝐚𝐭 𝐘𝐨𝐮 𝐃𝐢𝐝—𝐚𝐧𝐝 𝐇𝐨𝐰 𝐘𝐨𝐮 𝐎𝐯𝐞𝐫𝐜𝐚𝐦𝐞 𝐈𝐭

That's how Dave's Killer Bread approaches criminal record screening, according to Emily, an assistant supervisor who rebuilt her career through their second‑chance hiring program.​

𝐈𝐭'𝐬 𝐨𝐧𝐞 𝐬𝐞𝐧𝐭𝐞𝐧𝐜𝐞, 𝐛𝐮𝐭 𝐢𝐭 𝐜𝐚𝐩𝐭𝐮𝐫𝐞𝐬 𝐰𝐡𝐚𝐭 𝐦𝐨𝐬𝐭 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 𝐬𝐭𝐢𝐥𝐥 𝐝𝐨𝐧'𝐭 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝: 
individualized assessments aren't about being "nice"—they're about being smart. When you ask what happened and how someone grew from it, you're screening for accountability, resilience, and problem‑solving—exactly what high‑performing teams need.​

As a formerly incarcerated systems architect now building reentry ecosystems, here's what makes stories like Emily's matter:

𝐏𝐮𝐛𝐥𝐢𝐜 𝐬𝐭𝐨𝐫𝐲𝐭𝐞𝐥𝐥𝐢𝐧𝐠 𝐬𝐡𝐢𝐟𝐭𝐬 𝐜𝐮𝐥𝐭𝐮𝐫𝐞.

Employers who share second‑chance success stories aren't just reducing stigma—they're signaling to justice‑impacted talent that the door is actually open, not just cracked. 

𝑻𝒉𝒂𝒕 𝒗𝒊𝒔𝒊𝒃𝒊𝒍𝒊𝒕𝒚 𝒊𝒔 𝒂𝒔 𝒑𝒐𝒘𝒆𝒓𝒇𝒖𝒍 𝒂𝒔 𝒕𝒉𝒆 𝒉𝒊𝒓𝒊𝒏𝒈 𝒑𝒐𝒍𝒊𝒄𝒚 𝒊𝒕𝒔𝒆𝒍𝒇.​​

𝐁𝐮𝐭 𝐬𝐭𝐨𝐫𝐲𝐭𝐞𝐥𝐥𝐢𝐧𝐠 𝐚𝐥𝐨𝐧𝐞 𝐢𝐬𝐧'𝐭 𝐬𝐜𝐚𝐥𝐚𝐛𝐥𝐞.

Most employers want to hire second‑chance talent but don't know how to structure intake, train managers, coordinate with supervision, or provide peer support so hires don't just get in—they stay and advance. That's where the gap is, and that's where ecosystems like Indiana Reentry Corporation's Workforce Navigator™ and inPOWER 

𝐇𝐞𝐫 𝐜𝐨𝐦𝐞 𝐢𝐧: we help employers operationalize what Dave's Killer Bread, Second Chance Business Coalition members, and other leaders do well, so fair‑chance hiring becomes infrastructure, not inspiration.​

If you're an employer who wants to move from "thinking about" second‑chance hiring to actually doing it—with structure, support, and measurable retention—that's a conversation worth having now.

DM "Fair-Chance" and let's dig in to the gamechanging. architecture that makes it easy!

Sharing the Recipe for Success: On its dedicated second chance employment page, SCBC member Flowers Foods & Subsidiaries‘ Dave's Killer Bread (DKB) shares stories from employees who have turned their lives around.

Emily, now an assistant supervisor at DKB, describes how difficult it was for her to reenter the job market with a record — and the impact of intentional second chance hiring policies, like individualized assessments:

“It really was important to me that they did ask about my criminal record, and that it wasn’t a judgment. It was more of, ‘Well, we want to know what you did and how overcame it, to gauge if you’re going to continue to overcome challenges to succeed. Because if we’re going to give you this opportunity then you have to want it for yourself too.’“

By publicly sharing these success stories, employers set a powerful example that can help break down stigma and showcase the value of second chance employment. Read Emily’s story: https://lnkd.in/e3CVXWx9

Non‑Degree Credentials Aren’t Side Quests. They’re the Main Story for Second‑Chance Talent.
A new Brookings report on The Market Value of Non‑Degree Credentials confirms something critical for reentry and fair‑chance hiring: when non‑college workers earn job‑relevant certifications and licenses, they see wage premiums 1.5–2x higher than college graduates.
That’s exactly where most justice‑impacted workers and second‑chance applicants live. If we’re serious about mobility and public safety, we can’t treat certifications, licenses, and other “rehabilitative” credentials as feel‑good extras. They are the mechanism that:

•	Converts effort in training into measurable wage gains
•	Gives employers a trusted signal of current competence, not just a past record
•	Builds stackable pathways from entry‑level work into AI, tech, trades, and healthcare

This is why we built Workforce Navigator™ and inPOWER Her around credentialed, job‑relevant pathways instead of random classes. The data is clear: when you pair the right credentials with navigation, support, and fair‑chance employers, you’re not just helping people “reenter”—you’re rebuilding the talent pipeline in the parts of the labor market that need it most.
Curious how your organization is treating non‑degree credentials: as a checkbox, or as a core part of your talent and reentry strategy?

Human Centered - Growth Mindset - Building Systems

Must read report from The Brookings Institution

The Market Value of Non-Degree Credentials by Eduardo Levy Yeyati, Ian Seyal, and Sophia Henn

"Returns vary substantially across worker characteristics: Non-college workers realize premiums 1.5 to 2 times larger than college graduates, and early-career workers show similarly elevated returns."

https://lnkd.in/gv2X5JuW

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