Recruitment of Ex-Offenders Policy Statement

Home  About Us  Join The Team  Recruitment of Ex-Offenders Policy Statement

Recruitment of Ex-Offenders Policy Statement

As an organisation using the Criminal Records bureau (CRB) Disclosure service to assess applicants’ suitability for positions of trust, Zodiac Training Ltd 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.

Zodiac Training Ltd 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 dependant, age, physical/mental disability or offending background.  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 applicants, including those with criminal records.  We select all applicants for interview based on their skills, qualifications and experience.

For positions where a disclosure is required, all applications forms, job adverts and recruitment briefs 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, we encourage all applicants called for interview to 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 a designated person within Zodiac Training Ltd and we guarantee that this information is only to be seen by those who need to see it as part of the recruitment process.  Unless the nature of the position allow Zodiac Training Ltd to ask question 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 Zodiac Training involved in the recruitment process are 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 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 CRB Disclosure 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 Disclosure with the person seeking the position before withdrawing a conditional offer of employment.  Having a criminal record 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.

Overall responsibility for the implementation and updating of this policy currently rests with the Director for Human Resources.

A review of this policy and associated procedures will take place annually.