Policy Statement on the recruitment of ex-offenders
As an organisation using the Disclosure and Barring Service (DBS) checking service to assess applicants’ suitability for positions of trust, WCL School Management Services complies fully with the Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a DBS check on the basis of conviction or other information revealed.
WCL School Management Services 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.
We have a written policy on the recruitment of ex-offenders, which is made available to all DBS applicants at the outset of the recruitment process.
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 select all candidates for interview based on their skills, qualifications, and experience.
A DBS check is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a DBS check is required, all application forms, job adverts and recruitment briefs will contain a statement that a DBS check will be requested in the event of the individual being offered the position.
We request that candidates needing to discuss information related to a criminal record email email@example.com and request a confidential call with one of our consultants. We guarantee that, with the applicants permission, all information provided will only be shared with those who need to be informed as part of the recruitment process.
Unless the nature of the position allows WCL School Management Services to ask questions about your entire criminal record we only ask about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.
Candidates for all appointments to posts (such as those for teachers, learning assistants and education consultants) involving close contact with children are regarded as subject to ‘exempted questions’ about unspent convictions. Any offer of appointment to such posts will be subject to an ‘Enhanced’ DBS check.
Appointments to other posts that may involve occasional contact with children are subject to a ‘Standard’ check.
We ensure that all those in WCL School Management Services 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 withdrawal of an offer of employment.
We make every subject of a DBS check aware of the existence of the CRB Code of Practice and make a copy available on request.
We undertake to discuss any matter revealed in a DBS check with the person seeking the position before withdrawing a conditional offer of employment.
Having a criminal record will not necessarily bar someone from working with us. This will depend on the nature of the position and the circumstances and background of any offences.