by Tori LyonCEO of Jericho Project
Stability is a fundamental quality that startup founders want to see in a new hire. Therefore, founders may be quick to reject resumes that show signs of instability, such as residency breaks, sudden job changes, or multiple moves in a short period of time.
The problem with this approach, however, is that startups may miss out on great hires by assuming these signs indicate unreliability, when in reality they may be the result of challenges associated with homelessness. Instability is one of the most misunderstood job barriers related to homelessness and one that, when overcome, can pay dividends for a startup and provide hope to members of the homeless community.
Positive and Negative Effects of Housing Instability on Job Seekers
Housing instability Negatively affects everything from sleep and health to planning and communication. These disadvantages can contribute to gaps in work history and hiccups in the hiring process, which can appear as a lack of attention or interest. For example, those who are currently homeless may struggle to obtain clean, appropriate clothing, reliable transportation, and consistent internet or phone service needed to move forward in the job application process.
However, housing instability can also inspire remarkable resilience, adaptability, and resourcefulness. Due to housing instability, homeless individuals typically know how to problem-solve under pressure, navigate complex systems, and persevere despite setbacks.
When employers learn to recognize instability on a resume as the result of structural barriers rather than a lack of motivation or talent, they allow themselves to tap into the many desirable skills that homeless people can bring to the workplace. And when employers commit to overcoming these obstacles with the right kind of support, they often recruit employees who are deeply committed.
How employers can create employment pathways for people experiencing homelessness
Those who have been homeless can bring to the workplace a unique combination of squeak And adaptability This is the key to startup success. However, involving employees with this experience can feel like you’re taking on more risk.
For those who are hesitant, partnering with agencies that support people experiencing homelessness can be an effective first step. Nonprofit organizations and municipal agencies specializing in housing and workforce services stand ready to help employers leverage existing systems of trust, expertise and support to clarify the process and address challenges as they arise.
As companies begin to onboard homeless people, training them in workplace culture will be just as important as training them in job skills. Those starting a job after experiencing homelessness may be unfamiliar with current workplace norms, such as meeting structures, roles within departments, or when to turn to IT or HR. Clear onboarding that meets expectations and paves the way for employee assistance programs is important to ensure a smooth transition.
Long-term benefits of removing labor market barriers for those who have experienced homelessness
Businesses that choose to look beyond the stigma of homelessness can achieve immediate benefits by filling positions with knowledgeable and committed staff. And choosing this path can create a ripple effect that will result in greater, long-term benefits for the business.
For example, implementing practices to support employees who have experienced homelessness, such as mentoring and clear communication, benefits all staff. Such practices address insecurity and other personal well-being issues that can affect any employee.
Companies that invest in understanding and supporting their employees as they seek to overcome personal challenges foster high levels of loyalty and engagement. When employees feel they have been given a real opportunity, as well as support, they typically become deeply invested in their work and their teams.
Ultimately, investing in removing the labor market barriers faced by people experiencing homelessness is not just a social good. It enables businesses to tap into a broader talent pool, strengthens company culture, improves retention and enables organizations to support a broader, more resilient workforce.
Tori Lyon joined Jericho Project in 1996 as Director of Development and became Executive Director in 2016. She brings more than 30 years of experience in the supportive housing field, with deep expertise in strategic planning, fundraising, housing and program development, and executive leadership. Under his leadership, Jericho Project supported more than 250 job placements in 2025, reflecting the growing emphasis on employment as a path to long-term stability.
