Policy statement on the recruitment of ex-offenders (STIMULUS)

As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants’ suitability for positions of trust, STIMULUS complies fully with the CRB Code of Practice and undertakes to treat all applicants fairly. It undertakes not to discriminate unfairly against any subject of a disclosure on the basis of a conviction or other information revealed.

STIMULUS is committed to the fair treatment of its volunteers, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.

We have a written policy on the recruitment of ex-offenders, which is made available to all disclosure applicants at the outset of the recruitment process.

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.

A disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. Enhanced disclosures are normally required for all those working with children. The application form, website and flyers will all contain a statement that a disclosure will be requested for STIMULUS volunteers.

We encourage all applicants to provide details of their criminal record at an early stage in the application process. We request that this information be sent under separate, confidential cover, to the STIMULUS coordinator, and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.

Positions which involve working with children in educational institutions are contained in the Exemptions Order of the Rehabilitation of Offenders Act 1974, and so the disclosure covers both spent and unspent convictions as defined in the act.

We ensure that all those who are involved in the recruitment process for STIMULUS 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, 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 subjects 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 a placement.

We make every subject of a CRB Disclosure aware of the existence of the CRB 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 placement.

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.