{"id":3988,"date":"2021-09-03T15:14:11","date_gmt":"2021-09-03T14:14:11","guid":{"rendered":"https:\/\/www.chi.ac.uk\/?page_id=3988"},"modified":"2022-04-05T15:59:13","modified_gmt":"2022-04-05T14:59:13","slug":"ex-offenders-policy","status":"publish","type":"page","link":"https:\/\/www.chi.ac.uk\/about-us\/working-for-us\/guidance-for-candidates\/ex-offenders-policy\/","title":{"rendered":"Ex-Offenders Policy"},"content":{"rendered":"\n

\n\t\tEx-offenders Policy\n\t<\/h1>\n\t
<\/div>\n\t\t\t\t\"Cloisters,\n \n Policy On The Recruitment Of Ex Offenders\n <\/a>\n

The 香港六合论坛 is committed to being and an inclusive employer and 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. All candidates for interview are selected on the demonstration of skills, qualifications and experience. Having an unspent conviction will not necessarily bar an applicant from employment.<\/p>\n

As one of the major employers in Chichester and Bognor Regis and with a Multi-Academy Trust, we recognise our social responsibilities and our position within the local community.\u00a0 We appreciate the important role that continuity of employment can play in the rehabilitation process of ex-offenders when matched with appropriate posts. \u00a0The specific details of each ex-offender’s case will be considered on an individual basis.\u00a0 In each instance we will review ability to meet the skills and experience requirements of the post and assess the impact of the criminal record upon the needs of the post. This Policy is available to all applicants at the outset of the recruitment process on the recruitment page of the University’s website and to all staff on the HR page of the Staff Intranet.<\/p>\n\t\t\tUsing the Disclosure and Barring Service<\/a>\n\t\t\t\t\t\t\tExpand<\/i><\/a>\n\t\t

The Disclosure and Barring Service (DBS) helps employers make safer recruitment decisions each year by processing and issuing DBS checks for England, Wales, the Channel Islands and the Isle of Man.\u00a0 DBS also maintains the adults’ and children’s Barred Lists and makes considered decisions as to whether an individual should be included on one or both of these lists and barred from engaging in regulated activity.<\/p>\n

As an organisation using the DBS to assess applicants’ suitability for positions where relevant to the post, we comply with the DBS Code of Practice\/Act and undertake to treat all applicants for positions fairly, undertaking not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.<\/p>\n

A DBS Disclosure is only requested after a thorough assessment has indicated that one is both proportionate and relevant to the position concerned.\u00a0 In considering the relevance of offences\/criminal convictions, the University will consider the nature of the post, for example, whether the post involves contact with vulnerable groups or adults\/children and the activities the post holder is required to undertake.<\/p>\n

The University’s main concerns in respect of applicants with criminal convictions are to:<\/p>\n