Policy Statement on the Recruitmentof Ex-Offenders
As an organisation using the Disclosure and Barring Service (DBS) and Disclosure Scotland to assess applicants’ suitability for positions of trust, Catalyst Housing Limited(CHL) complies fully with the DBSCode 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 a conviction or other information revealed.
CHL is committed to the fair treatment of its staff, potential staff, tenants, regardless of race/ethnicity, gender, religion, sexual orientation, responsibilities for dependants, age, disabilityor offending background.
CHL actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcomes applications from a wide range of candidates, including those with criminal records. It selects all candidates for interview based on their skills, qualifications and experience.
A Disclosure is only requested if it is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, job adverts and relevant recruitment documentation will contain a statement that a Disclosure will be requested in the event of the individual being offered the position. Where a Disclosure is to form part of the recruitment process, Catalyst encourages all applicants called for interview to provide details of their criminal record at an early stage in the application process.
Unless the nature of the position allows CHL to ask questions about a candidate’s entire criminal record (under the Exemptions Order 1975), it only asks about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.
The Exemption Order (1975) to the Act identifies a list of exempt posts and for applicants for these posts, no offences are ever spent. CHG keeps a list of exempt posts for which all spent and unspent offences and cautions can be requested.
CHL ensures that all Human Resources staff involved in guiding the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences and that recruiting managers are appropriately supported and briefed. CHL also ensures that relevant employees 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, CHLwill ensure that an open and measured dialogue 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. CHL undertakes to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment. Having a criminal record will not necessarily bar an individual from working with CHL. This will depend on the nature of the position, the circumstances and background of the offences.
Every subject of a DBS Disclosure is made aware of the existence of the Safeguarding Code of Practice and the CHLDisclosure Policy and will be given a copy on request.
F:Policies/Recruitment/Policy Statement on the Recruitment of Ex-Offenders_July_2010/revised October 2013