We are committed to promoting equality of opportunity for all applicants with the right mix of talent, skills, and potential.
We welcome applications from a wide range of candidates, including those with criminal records.
We select candidates for interviews and appointments based on their:
- skills
- qualifications
- experience
- ability to perform the role
Disclosure and Barring Service checks
We comply with:
- the DBS Code of Practice
- DBS guidance related to the handling, storage, retention, and disposal of criminal record information
We use the Disclosure and Barring Service (DBS) to assess applicants' suitability for positions of trust. We comply fully with the DBS Code of Practice and treat all applicants fairly.
When we carry out a criminal record check, we do not discriminate unfairly based on:
- a conviction
- a caution
- other information revealed
We will only ask applicants to provide details of these where there is a legal entitlement to know.
For positions covered by the Rehabilitation of Offenders Act 1974, we will usually only ask applicants to disclose information that is legally required for the role.
Where a Standard or Enhanced DBS check is required, we will:
- carry out a thorough risk assessment
- make sure the check is both proportionate and relevant to the role
- confirm that the position is legally eligible for the appropriate level of DBS check before making an application
A DBS check will only be requested where it is lawful and appropriate to do so.
When we require a DBS check for a role, we will clearly state it in all:
- job advertisements
- application forms
- recruitment documentation
Having a criminal record will not necessarily prevent an individual from being employed by us.
How we consider criminal record information
When considering criminal record information, we will take into account:
- the nature and seriousness of the offence
- the relevance of the offence to the post
- the circumstances surrounding the offence
- the time that has elapsed since the offence occurred
- patterns of offending behavior
- evidence of rehabilitation
- the interests of service users, colleagues, and the wider public
We will consider each case on its individual merits.
If criminal record information is disclosed, we will discuss it with the applicant before making a final recruitment decision or withdrawing a conditional offer.
We will not make a decision before this discussion unless the information clearly prevents appointment under:
- legislation
- safeguarding requirements
- an explicit council policy
Rehabilitation periods
As rehabilitation periods and criminal record disclosure legislation may change, applicants and recruiting managers should refer to the latest GOV.UK guidance on Rehabilitation periods when considering disclosure requirements.