RECRUITMENT OF EX-OFFENDERS POLICY STATEMENT
As an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the DBS, The Loddon Foundation Limited otherwise referred to as the ‘Charity’ complies fully with the DBS Code of Practice and undertakes to treat all applicants who apply for positions fairly.
Ofsted require the Charity to obtain a disclosure for all job roles within the organisation. All application forms, job advertisements and recruitment briefs shall contain a statement indicating that the disclosure will be requested in the event of an individual being offered the position.
The Charity undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.
The Charity will only ask an individual to provide details of convictions and cautions that the Charity is legally entitled to know about. The Charity will request a DBS certificate at enhanced level for all employees prior to the commencement of employment as job roles within the Charity are deemed to fall within the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended and the Charity shall therefore seek information confidentially about unprotected convictions and cautions.
The Charity is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependents, age, physical/mental disability or offending background.
The Charity actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. The Charity shall select all candidates for interview based on their skills, qualifications and experience.
The Charity ensures that those employees involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. The Charity also ensures that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
At interview, or in a separate discussion, the Charity ensures that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to the withdrawal of an offer of employment.
The Charity undertakes to make every subject of a criminal record check submitted to the DBS aware of the existence of the Code of Practice and makes a copy available on request.
The Charity undertakes to discuss any matter revealed on a DBS certificate with the individual seeking that position before withdrawing a conditional offer of employment.