Recruitment of ex-offenders

 

Policy statement on the recruitment of ex-offenders

 

 

 

1.2  Dudley MBC is committed to treat all applicants for positions who have a criminal record fairly and not to discriminate unfairly against the subject of a Disclosure on the basis of a conviction or other information revealed.

 

1.3  Dudley MBC has a written policy on the recruitment of ex-offenders, which is made available to all Disclosure applicants at the outset of the recruitment process.

 

 

 

2.1  Dudley MBC complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly. The Authority undertakes not to discriminate unfairly any subject of a Disclosure on the basis of conviction or other information revealed.

 

2.2  Dudley MBC is committed to fair treatment of its staff, potential staff or users of the service, regardless of race, colour, nationality, ethnic or national origin, gender, religion, marital status, sexual orientation, transsexuality, responsibility for children or other dependants, age, physical/mental disability, trade union of political activities, social class, where a person lives or spent convictions.

 

2.3  Dudley MBC actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcomes applicants from a wide range of candidates for interview (including those with spent convictions) based on their skills, qualifications and experience. Candidates are selected for interview and appointment on the basis of merit.

 

2.4  A disclosure 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 Disclosure is required, all application forms, job adverts and recruitment details will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.

 

2.5  Where a Disclosure is to form part of the recruitment process, DMBC encourages all applicants called for an interview to provide details of their criminal record at an early stage in the application process. Any request for such information is required to be sent under separate, confidential cover, to a designated person within Dudley MBC and we guarantee that this information is only to be seen by those who need to see it as part of the recruitment process.

 

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

 

2.7  Dudley MBC will ensure that all those who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. Furthermore we will also ensure that they will 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.

 

2.8  At interview, or in a separate discussion, Dudley MBC will 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 any information that is directly relevant to the position sought could lead to withdrawal of an offer of employment or termination of employment.

 

2.9  Dudley MBC will make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available on request.

 

2.10  Dudley MBC will undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment

 

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