Recruitment of ex-offenders

Policy statement on the recruitment of ex-offenders

Having a criminal record will not necessarily bar you from working with us.

Wycombe District Council 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 dependants, age, physical/mental disability or offending background.

We actively promote equality of opportunity for all regardless of race, gender and disability. We welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience.

We use the Disclosure and Barring Service (DBS) disclosure service to assess applicants' suitability for positions of trust. We comply fully with the DBS 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.

A disclosure is only requested after a thorough assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a disclosure is required, 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.

All applicants are required to notify us of their convictions under the Rehabilitation of Offenders Act 1974 as part of their application. This information will only be seen by those who need to see it as part of the recruitment process.

We will ensure that all those at Wycombe District Council who are involved in the recruitment process are provided with guidance about the relevant legislation relating to the employment of ex-offenders, for example the Rehabilitation of Offenders Act 1974.

At interview, or in a separate discussion, we will ensure that an open and measured discussion takes place on the subject of any offences or other matters 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 will make every subject of a DBS disclosure aware of the DBS code of practice and make a copy available on request.

We will undertake to discuss any matter revealed in a disclosure with the person seeking the position before deciding whether to withdraw a conditional offer of employment.

This policy will be made available to applicants at the outset of the recruitment process.