Recruitment of Ex-Offenders Policy

• 1. PURPOSE

This policy outlines the approach of Educated Recruitment Ltd towards the recruitment of ex-offenders and aims to ensure fair treatment while complying with school policies and legal requirements, all while fostering a sustainable and inclusive workforce.

• 2. SCOPE

This policy applies to all recruitment processes within Educated Recruitment Ltd, including the hiring of supply teachers and other staff.

• 3. POLICY STATEMENT

Educated Recruitment Ltd is committed to promoting equality of opportunity and diversity in its workforce. We recognize that ex-offenders can bring valuable skills and experiences to our agency and the schools we serve. By embracing a diverse pool of candidates, we contribute to a more sustainable society where everyone has the chance to thrive.

• 4. LEGAL FRAME WORK

This policy is guided by the following legislation:

• The Rehabilitation of Offenders Act 1974
• The Safeguarding Vulnerable Groups Act 2006
• The Equality Act 2010

• 5. DISCLOSURE AND BARRING SERVICE (DBS) CHECKS

1. All candidates applying for positions within Educated Recruitment Ltd undergo a DBS check as part of the recruitment process.
2. A DBS check will reveal any criminal convictions, cautions, reprimands, or warnings. However, under the Rehabilitation of Offenders Act, certain convictions may be considered "spent" and do not need to be disclosed.
3. Educated Recruitment Ltd will assess the relevance of any disclosed convictions to the role applied for, considering factors such as the nature of the offense, the time elapsed, and any evidence of rehabilitation, while also recognizing the importance of contributing to a more sustainable community.

• 6. ASSESSMENT PROCESS

1. Candidates will be given the opportunity to discuss any convictions during the interview process, which encourages openness and honesty.
2. Each case will be considered individually, and decisions will be made based on the principles of fairness, equality, and the potential for positive contributions to our agency and the environment.
3. Candidates with disclosed convictions will not be automatically disqualified from consideration for employment, as we believe in second chances and the potential for growth.

• 7. CONFIDENTIALITY

1. Information regarding an applicant's criminal record will be treated with the utmost confidentiality and will only be shared with relevant personnel involved in the recruitment process.
2. All records related to the recruitment of ex-offenders will be stored securely and in compliance with data protection regulations, ensuring a responsible approach to information management.

• 8. TRAINING AND AWARENESS

1. All staff involved in the recruitment process will receive training on this policy to ensure understanding and compliance, including the importance of fostering diversity and sustainability in our workforce.
2. The policy will be reviewed regularly to ensure it remains effective and in line with current legislation, best practices, and our commitment to a sustainable future.

• 9. REVIEW

This policy will be reviewed annually or as necessary to ensure compliance with legislation and to reflect best practices in recruitment, while continuously striving for a greener approach.

• 10. CONTACT INFORMATION

For any questions regarding this policy or the recruitment process, please contact the admin team.

Educated Recruitment Ltd

110 Queen Street

Newton Abbot

TQ12 2EU

admin@educatedrecruitment.co.uk

01626 201 481

For further information regarding our recruitment and vetting procedures, please visit our website.

www.educatedrecruitment.co.uk