As one of the leading players in the booming gig economy, Instacart has revolutionized the way many Americans get their groceries. With the click of a button, customers can have their shopping done and delivered right to their doorstep by an Instacart shopper. But have you ever stopped to wonder about the hiring process for those shoppers – particularly when it comes to applicants with DUIs on their record?
In this comprehensive guide, we‘ll take a deep dive into Instacart‘s DUI policy, exploring the nuances, implications, and advice for applicants. As a retail and consumer expert and a picky Instacart shopper myself, I‘ll provide my unique perspective and insights throughout.
Understanding the Scope of the DUI Problem
Before we examine Instacart‘s specific policy, let‘s set the stage with some data around DUIs in the United States. According to the National Highway Traffic Safety Administration, police arrested about 1 million drivers for driving under the influence of alcohol or narcotics in 2018. That‘s approximately 1 arrest for every 227 licensed drivers.
Some other sobering DUI statistics:
- 28 people die every day in drunk-driving crashes in the U.S. (1 every 52 minutes)
- Drunk driving costs the U.S. $44 billion per year
- About 1/3 of all traffic deaths involve drunk drivers
- DUIs are most common among young adults aged 21-34
These numbers underscore the seriousness of the drunk driving problem and why companies like Instacart must carefully consider their policies around hiring applicants with prior DUIs. The risks and liability exposure are significant.
Instacart‘s DUI Policy: A Balancing Act
So where does Instacart stand when it comes to applicants with DUIs in their background? The short answer is that it‘s complicated. Instacart doesn‘t have a one-size-fits-all policy, but rather evaluates each candidate on a case-by-case basis.
As discussed in the introduction, Instacart is more likely to hire a shopper with a DUI if:
- The offense occurred several years ago (ideally 5-10+ years)
- It was an isolated incident with no repeat offenses
- The applicant has maintained a clean driving record since
Instacart undoubtedly faces a challenging balancing act. On one hand, they need to protect their brand reputation, mitigate risk exposure, and ensure customer safety. Hiring shoppers with recent or repeat DUIs could be a PR nightmare waiting to happen. According to a 2019 survey by Checkr, 55% of customers say they would not feel safe riding with a driver who has a DUI on their record.
On the other hand, Instacart also has to be able to attract and retain enough qualified workers to meet the booming demand for their services. Given that an estimated 1 in 3 American adults has a criminal record, Instacart may be severely restricting its labor pool by having an overly exclusionary hiring policy.
Additionally, many criminal justice reform advocates argue that formerly incarcerated individuals and those with criminal records need access to employment opportunities in order to successfully reintegrate into society and avoid recidivism. A study by the Institute for Justice Planning found that ex-offenders who found quality employment were 20% less likely to be re-incarcerated.
As Harley Blakeman, founder of Honest Jobs, put it to me: "People with criminal records are an untapped labor force that many employers overlook due to outdated myths and stigmas. The reality is that they can be some of the most dedicated and hardworking employees. They‘re often extremely grateful for the opportunity and go above and beyond to prove themselves."
Advice for Instacart Applicants with a DUI
If you have a DUI on your record and are hoping to become an Instacart shopper, here is some practical advice to improve your chances of getting hired:
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Be up-front and transparent about your record. It‘s going to come out in the background check regardless, so it‘s better to own your past and have a chance to explain the circumstances.
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Provide character references and a strong cover letter highlighting your qualifications, successes, and how you‘ve grown since your offense. References from other gig platforms or employers you‘ve worked with would be ideal.
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If your DUI was within the past few years, it may be best to apply to be an in-store shopper first before trying to become full-service. This can give you a chance to build a good track record with Instacart and prove yourself as a reliable worker.
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Consider expunging or sealing your record if you‘re eligible to do so in your state. The process can be complex, so consult with a local attorney who specializes in criminal record mitigation.
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Be prepared for rejection and don‘t get discouraged. You may have to apply to multiple gig platforms or look for non-driving opportunities. Focus on what you can control – continuing to build your skills and experience.
The Bigger Picture: Gig Economy Hiring Policies and the Formerly Incarcerated
Instacart is far from alone in grappling with how to handle applicants with criminal histories in the gig economy. Uber, Lyft, DoorDash, and other major players have had to strike a similar balance between safety and liability concerns and tapping into an underutilized labor pool.
A 2021 report by the JP Morgan Chase & Co. Institute found that on average, platforms broadly reject up to 2.1 million individuals from obtaining gig economy opportunities each year due to their criminal records. And this issue doesn‘t just impact the individual applicants, but has ripple effects across the entire economy.
The National Employment Law Project estimates that shutting formerly incarcerated people out of the labor market costs the U.S. economy between $78 and $87 billion in lost GDP every year. Advocates argue that more inclusive hiring policies are needed to combat this "prison to poverty pipeline."
Some progress has been made on this front in recent years. In 2018, Uber announced it was partnering with the National Employment Law Project and the Clean Slate Coalition to push for expanded record clearing, as well as revising its own background check policies to be more inclusive. And many states and localities have adopted "ban the box" laws that prohibit employers from inquiring about criminal history on initial job applications.
So while Instacart still has work to do in refining and communicating its DUI policy, it‘s clear that they are far from alone in navigating this complex issue. As the gig economy continues to grow and evolve, companies will need to find ways to balance safety with fair chance hiring. Those that do so successfully will have access to a vast and motivated pool of untapped talent.
