Our policy on the recruitment of ex offenders

IntoUniversity Policy on the recruitment of ex-offenders

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) in England and Disclosure Scotland in Scotland, IntoUniversity complies fully with the code of practice and undertakes to treat all applicants for positions fairly.

IntoUniversity undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.

IntoUniversity can only ask an individual to provide details of convictions and cautions that IntoUniversity is legally entitled to know about.

IntoUniversity is committed to the fair treatment of its staff, volunteers, potential staff and volunteers, or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.

IntoUniversity has a written policy on the recruitment of ex-offenders, which is made available to all DBS and Disclosure Scotland applicants at the start of the recruitment process.

IntoUniversity actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcomes applications from a wide range of candidates, including those with criminal records.

IntoUniversity’s selection process considers candidates on the basis of their skills, qualifications and experience.

An application for a criminal record check is only submitted to DBS or Disclosure Scotland when it is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all application forms will contain a statement that an application for a DBS or Disclosure Scotland PVG certificate will be submitted in the event of the individual being offered the position.

IntoUniversity ensures that there will be a member of staff involved in each recruitment process who has been suitably trained to identify and assess the relevance and circumstances of offences, and who has received appropriate guidance and training in relevant legislation relating to the employment of ex-offenders.

IntoUniversity ensures that an open and measured discussion with the applicant 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.

IntoUniversity makes every subject of a criminal record check submitted to DBS or Disclosure Scotland aware of the existence of the code of practice and makes a copy available on request.

IntoUniversity undertakes to discuss any matter revealed on a DBS or Disclosure Scotland PVG certificate with the individual seeking the position before withdrawing a conditional offer of employment.