Policy Statement on the Recruitment of Ex-offenders

1. Cardiff Council is responsible for assessing the suitability of applicants for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order, using criminal record checks processed through the Disclosure and Barring Service (DBS).

2. We comply fully with the DBS code of practice and undertakes to treat all applicants for positions fairly. 

3. We undertake not to discriminate unfairly against any subject of a criminal record check because of a conviction or other information revealed.

4. We are committed to the fair treatment of our staff, potential staff or users of our services, regardless of age, disability, gender identity/reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation and the Welsh language, or offending background.

5. 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. Candidates are selected for interview based on their skills qualification and experience. 

6. A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. Where a Disclosure is required, all  job adverts, application forms and recruitment briefs will contain a statement that a DBS certificate will be required in the event of the individual being offered the position.

7. We will only ask an individual to provide details of convictions and cautions that we are legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended).

8. We will only ask an individual about convictions and cautions that are not protected.

9. We will ensure that all those who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We will 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.

10. At interview, or in a separate discussion, we will ensure that an open and measured discussion takes place on the subject 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 the withdrawal of an offer of employment.

11. We undertake to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.

12. This policy on the recruitment of ex-offenders will be made available to all DBS applicants at the start of the recruitment process.

13. We will make every subject of a Disclosure aware of the existence of the code of practice and make a copy available on request.