As an organisation using the Disclosure & Barring Service (DBS) to assess applicant’s suitability for positions of trust, Llewelyn Enterprises Ltd T/A DBS Support Ltd (we) comply fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.
We are 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.
The written policy on the recruitment of ex-offenders can be made available to all staff on request. A Disclosure should only be requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, all application forms, job adverts, and recruitment briefs will contain a statement that a Disclosure will be requested.
Unless the nature of position allows us to ask questions about your entire criminal record, we only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.
We ensure that all those within the company who are involved in the recruitment process 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, eg. The Rehabilitation of Offenders Act 1974.
We make every subject of a DBS Disclosure aware of the existence of the DBS Code of Practice and make a copy available on request.
All clients are instructed to compile their own recruitment of ex-offenders policy in line with their own internal processes. For further support or guidance please refer to Unlock or Nacro for advice on how best to construct the policy which best aligns with your organisation.
Having a criminal record will not necessarily bar individuals from working in specific industries. It will depend on the nature of the position and the circumstances and background of your offences.