Recruitment of ex-offenders

As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants’ suitability for positions of trust, ADS complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly.

It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.

ADS is committed to the fair treatment of its staff, potential staff or users of its services, regardless of colour, race, nationality, ethnic or national origin, religion, gender, age, disability, marital status, responsibilities for dependants, sexual orientation, or offending background.

This written policy on the recruitment of ex-offenders, is made available to all Disclosure applicants at the outset of the recruitment process along with the council’s CRB Policy.

We actively promote 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.

We encourage all applicants to voluntarily provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, confidential cover, to the HR who will consider any offences or other matter that might be relevant to the position. We guarantee that this information will only be seen by those who need to see it as part of the recruitment process. This information will be treated in strict confidence, will be securely stored and kept for only as long as is necessary.

Unless the nature of the position allows ADS to ask questions about your entire criminal record we only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.

We ensure that all those in ADS who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences.

We also ensure 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, we ensure 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.

We make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available on request.

We undertake to discuss any relevant matter revealed in a Disclosure with the person seeking the position before any offer of employment is considered.

Having a criminal record will not necessarily prevent you from working with us. This will depend on the nature of the position and the circumstances and background of your offences.