This document outlines Bright World Guardianships commitment to treating all Disclosure and Barring Service (DBS) applicants who have a criminal
record fairly and not discriminate automatically because of a conviction or other information revealed. This is in line with the Code of Practice under Section 122 of the Police Act 1997, and the policy can be given to applicants at the outset of the recruitment process.
Policy:
Bright World Guardianships as an organisation assesses 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). Bright World Guardianships complies fully with the code of practice and undertakes to treat all applicants for positions fairly.
Bright World Guardianships undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.
Bright World Guardianships can only ask an individual to provide details of convictions and cautions that Bright World Guardianships are legally entitled to know about. Where a DBS certificate at either standard or 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)
Bright World Guardianships can only ask an individual about convictions and cautions that are not protected. Convictions and cautions which are never filtered from a criminal record check (in line with legislation) include a range of offences which are serious, relate to sexual or violent offending or are relevant in the context of safeguarding, and cover equivalent offences committed overseas.
Bright World Guardianships 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 dependents, age, physical/mental disability or offending background.
This policy is made available to all DBS applicants at the start of the recruitment process. Bright World Guardianships 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.
Bright World Guardianships select all candidates for interview based on their skills, qualifications and experience. An application for an enhanced criminal record check is always deemed necessary for all positions. 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.
At interview, or in a separate discussion or via a questionaire or in a written letter, Bright World Guardianships ensures that an open and measured discussion or consideration 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. Once this discussion or questionnaire has been sought and recieved, the DSL will complete a risk assessment which he or she will then share with Lana Foster, Managing Director. Here is a Master copy of the Risk Assessment. This is then saved securely online where only the DSL and MD can access.
Bright World Guardianships 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.
Bright World Guardianships undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.