DBS Solution Policy Statement on the Recruitment of Ex-Offenders :

As an organisation using the Disclosure and Barring Service (DBS) to assess applicants’ suitability for positions of trust, DBS Solution complies 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.

DBS Solution 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 with the right mix of talent, skills and potential and 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.

A Disclosure is only requested after a thorough risk 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.

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 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 allows DBS Solution to ask questions about your entire criminal record we only ask about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974 after you have accepted a formal offer of employment.

We ensure that all those in DBS Solution who are involved in the recruitment process are fully supported to identify and assess the relevance and circumstances of offences by members of staff who 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.

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 DBS Disclosure aware of the existence of the DBS 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.

DBS Solution reserves the right to judge each case on its merits within the following parameters: • Nature of offence(s) listed and / or police information disclosed • Relevance to the post applied for • Length of time elapsed since incident • Whether the matters disclosed form any pattern • The circumstances under which the offence was committed • Changes in the applicant’s personal circumstance • Openness of declaration during the recruitment process • Country of conviction • Decriminalisation • Remorse

Matters revealed in a Disclosure will be risk assessed as outlined in sections 9 and 10 of the DBS Solution Disclosure and Barring Service (DBS) Procedure.

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.