Policy on the recruitment of ex-offenders
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 Disclosure and Barring Service (DBS), Inroads complies fully with the code of practice and undertakes to treat all applicants for positions fairly
Inroads undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.
Inroads can only ask an individual to provide details of convictions and cautions that Inroads are legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended)
Inroads can only ask an individual about convictions and cautions that are not protected.
Inroads 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 dependants, age, physical/mental disability or offending background
Inroads has a written policy on the recruitment of ex-offenders, which is made available to all DBS applicants at the start of the recruitment process.
Inroads 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
Inroads select all candidates for interview based on their skills, qualifications and experience.
An application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all application forms, job adverts and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of the individual being offered the position
Inroads ensures that all those in Inroads who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences.
Inroads 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, Inroads 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 withdrawal of an offer of employment.
Inroads makes every subject of a criminal record check submitted to DBS aware of the existence of the code of practice and makes a copy available on request.
Inroads undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.
Inroads are legally bound to notify individuals throughout recruitment processes that ‘ The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account.
Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website.’
Having read the above policy please complete these questions as appropriate;