Recruitment of ex-offenders policy

It's for all employees. 

• We actively promote equality of opportunity for all and welcome applications from a wide range of candidates, including those with criminal records.
• Suitable applicants will not be refused posts because of offences which are not relevant to, and do not make them a risk in, the role they’re applying for. 
• A criminal records disclosure is only requested for positions where it is relevant. This will be made clear in the application materials. 
• A failure to reveal information that is directly relevant to the position sought could lead to an offer being withdrawn. 

• Job applicants are responsible for disclosing criminal record information (according to whether the role is exempt/not exempt from the rehabilitation of offenders legislation). As part of the application process, job applicants will be informed when and how to provide this information.
• Line managers/recruiting managers are responsible for complying with this policy, identifying whether the role falls within the scope of the rehabilitation of offenders legislation and if criminal record information is revealed, ensuring that a measured discussion on the subject of any offences or other matter that might be relevant to the position takes place with the applicant.
• Local people teams are responsible for providing advice to managers in accordance with this policy and supporting managers in the application of this policy, as required.
• Corporate people team, Policy and Advice are responsible for ensuring compliance with legal and regulatory obligations and codes of practice (for example, Disclosure and Barring Service (DBS), Disclosure Scotland and Access NI), as appropriate, and updating this policy.