Russell Sage Foundation
  • Post-prison Employment Quality and Future Criminal Justice Contact
  • Joe Labrlola
Figure 5. Effect of Employment on Future Reimprisonment, by Employment Quality Source: Author's compilation from data from the Michigan Unemployment Insurance Agency and the Michigan Workforce Development Agency. Note: These figures represent estimates of the effect of finding employment within the first quarter after release from prison in industries that offer varying qualities of employment (relative to not finding employment in this time) on the cumulative likelihood of returning to prison in each of the eight quarters after this time. The estimates with solid-line 95 percent confidence intervals represent the naïve difference in returning to prison between those who find employment within the first quarter after release from prison and those who do not. The estimates with dashed-line 95 percent confidence intervals represent the estimated difference in returning to prison that accounts for differential selection into employment of varying quality using inverse propensity score weighting.
Figure 5.

Effect of Employment on Future Reimprisonment, by Employment Quality

Source: Author's compilation from data from the Michigan Unemployment Insurance Agency and the Michigan Workforce Development Agency.

Note: These figures represent estimates of the effect of finding employment within the first quarter after release from prison in industries that offer varying qualities of employment (relative to not finding employment in this time) on the cumulative likelihood of returning to prison in each of the eight quarters after this time. The estimates with solid-line 95 percent confidence intervals represent the naïve difference in returning to prison between those who find employment within the first quarter after release from prison and those who do not. The estimates with dashed-line 95 percent confidence intervals represent the estimated difference in returning to prison that accounts for differential selection into employment of varying quality using inverse propensity score weighting.

Direct correspondence to: Joe LaBriola at joelabriola@berkeley.edu, 410 Barrows Hall, University of California, Berkeley, CA, 94720.
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