Eligibility to work
Policy statement on the recruitment of ex offenders
The Region 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 an offending background where that does not create a risk to children, young people or vulnerable adults.
We select candidates for interview based on their skills, qualifications and experience and make every effort to prevent unfair discrimination against those with criminal records.
As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants’ suitability for positions of trust, we comply fully with the CRB Code of Practice and undertake to treat all applicants for positions fairly. We undertake not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.
This written policy of recruitment of ex-offenders is made available to all Disclosure applicants at the outset of the recruitment process.
Unless the nature of the position allows us to ask questions about your entire criminal record, we only ask about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.
A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. Fire Service jobs which are exempt under the Rehabilitation of Offenders Act 1974 usually involve work that brings the person into contact with vulnerable groups such as the infirm, elderly, mentally ill and young people under the age of 18. For those positions where a Disclosure is required, all job adverts and recruitment packs 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 seen by those who need to see it as part of the recruitment process.
We ensure that all staff that are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in 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 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 CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available upon request. We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.
Having a criminal record will not necessarily bar you from working for us. This will depend on the nature of the position and the circumstances and background of your offences.
