1. When assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975, using criminal record checks processed through the Disclosure and Barring Service (the DBS), we comply fully with the Code of Practice for DBS Registered Persons and undertake to treat all applicants for positions fairly.

2. We undertake not to discriminate unfairly against any person, who is the subject of a criminal record check, on the basis of a conviction or other information revealed.

3. We can only ask an individual to provide details of convictions and cautions if

  • the position is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975, or Regulations made under the Police Act; and
  • the convictions or cautions are not protected.

4. We are committed to the fair treatment of staff, potential staff or users of services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability, or offending background.

5. We actively promote equality of opportunity for all with the right mix of talent, skills and potential, and we welcome applications from a wide range of candidates, including those with criminal records.

6. We select candidates for interview based on their skills, qualifications, and experience.

7. We submit applications for criminal record checks to the DBS only after a thorough risk assessment has indicated that such a check is proportionate and relevant to the position concerned. Where a criminal record check is identified as necessary, all application forms, job advertisements, and recruitment briefs will contain a statement that an application to the DBS for a criminal record check will be submitted in the event that the individual is offered the position.

8. We ensure that all who are involved in the recruitment process have been suitably trained to identify, and assess, the relevance and circumstances of offences.

9. We ensure that those involved in the recruitment process have received appropriate guidance and training on the relevant legislation relating to the employment of ex-offenders (such as the Rehabilitation of Offenders Act 1974).

10. At interview, or in separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matters which might be relevant to the position. Failure to reveal information which is relevant to the position sought could lead to withdrawal of an offer of employment.

11. We undertake to discuss any matter revealed on a DBS certificate with the individual seeking the position, before withdrawing any conditional offer of employment.

12. At the beginning of each recruitment process, we make all applicants aware of:

  • this Policy; and

The Parochial Church Council of All Saints, Pavement with St Crux and St Michael, Spurriergate

June 2023