Ex-Offenders Policy

  • As an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), Chance UK complies fully with the DBS Registered Body code of practice and undertakes to treat all applicants for positions fairly.
  • This written policy on the recruitment of ex-offenders is made available to all DBS applicants by Chance UK at the start of the recruitment process.
  • Chance UK undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of a voluntary role or employment.
  • At interview, or in a separate discussion, Chance UK ensures 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 a voluntary role or employment.

 

  • Chance UK is committed to the fair treatment of its staff (or potential staff), volunteers, or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
  • Chance UK actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records.
  • Chance UK select all candidates for interview based on their skills, qualifications and experience.
  • Chance UK undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.
  • Chance UK can only ask an individual to provide details of convictions and cautions that Chance UK are legally entitled to know about. Where a DBS certificate at enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended).
  • An application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary (including Mentors and Staff), all application forms, job adverts and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of the individual being offered the position.
  • Chance UK can only ask an individual about convictions and cautions that are not protected.
  • Chance UK ensures that all those in Chance UK who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences.
  • Chance UK also ensures that they 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.
  • Chance UK makes every subject of a criminal record check submitted to DBS aware of the existence of the code of practice and makes a copy available on request.