Policy on Recruitment of Ex-offenders

A copy of this policy will be given to all individuals applying for a post with the Richmond Fellowship service where a Disclosure is required.

Under the Care Standards Act 2000, Richmond Fellowship is required to conduct a criminal record check for all staff wishing to work at a registered care service. This check is called a Disclosure.

Richmond Fellowship uses the Criminal Records Bureau (CRB) Disclosure Service to assess an applicant’s suitability for positions of trust.

Richmond Fellowship fully complies with the CRB Code of Practice and undertakes not to discriminate unfairly against any subject to a Disclosure on the grounds of a conviction or any other information revealed.

Richmond Fellowship includes a written statement on the recruitment of ex-offenders on the application form, which makes up part of the application pack sent to all applicants.

Any individual who is subject to a Disclosure will be made aware of the CRB Code of Practice and Richmond Fellowship’s compliance with this code. A copy of the Code of Practice is available from the Human Resources Department upon request. (Tel: 020 7697 3300)

Richmond Fellowship is committed to the fair treatment of all staff, potential employees and service users under the Richmond Fellowship Equal Opportunities Policy.

Richmond Fellowship actively promotes equality of opportunity for everyone with the right balance of skills, qualifications and experience. Richmond Fellowship will accept applications from a wide range of applicants, including those with criminal records, unless this has a bearing on suitability for employment.

Possession of a criminal record does not necessarily preclude an individual from employment with the Richmond Fellowship. Employment will depend on the nature of the post applied for and the circumstances and background of the offence(s) disclosed.

Richmond Fellowship will ensure that all staff involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of an offence in relation to the post applied for. Staff will also receive appropriate training and guidance in the related legislation applicable to the employment of ex-offenders, e.g. The Rehabilitation of Offenders Act 1974, Data Protection Act 1998.

At interview, or in a separate discussion, Richmond Fellowship will ensure that an open and measured dialogue takes place on the subject of any offences or other matter that might be relevant to the post. Failure to reveal information that is directly pertinent to the position applied for, could lead to the withdrawal of an offer of employment.

Richmond Fellowship will ensure that any information revealed by a Disclosure will be discussed with the applicant before an offer of employment is withdrawn.

Further Information
RF Guidance Notes
Ex-Offenders Policy
Equal Opportunities
Models of Care
Frequently Asked
_Questions
Case Studies