Policy Statement of Ex-Offenders

iTech-Co’s Policy Statement on the Recruitment of Ex-Offenders

Employees working in Information Technology have a degree of influence in their role and most positions in iTech-Co involve a level of interaction with the public and access to personally identifiable information, with the requirement for the confidentiality of clients’ e-data. Therefore, a Basic DBS check will probably be needed for employment with us.

It is company policy that iTech-Co must treat DBS applicants who have a criminal record fairly and do not discriminate because of a conviction or other information revealed. This obliges iTech-Co to have a written policy on the recruitment of ex-offenders; so, to help meet this requirement iTech-Co has produced this Policy Statement, a copy of which can be given to DBS applicants at the outset of the recruitment process. Only a Basic DBS will normally only be required but this of course is subject to the level of check for the role.

As an organisation using the Disclosure and Barring Service (DBS) checking service to assess applicants’ suitability for positions of trust, iTech-Co complies fully with the Code of Practice and undertakes to treat all applicants for positions fairly. iTech-Co agree not to discriminate unfairly against any subject of a DBS check because of a conviction or other information revealed. iTech-Co is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.

iTech-Co 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. iTech-Co select all candidates for interview based on their skills, qualifications and experience. A DBS check is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a DBS check is required, all application forms, job adverts and recruitment briefs will contain a statement that a check will be requested in the event of the individual being offered the position. Where a DBS check is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process, except for certain spent convictions and cautions which are ‘protected’ so not subject to disclosure to employers and that cannot be considered.

iTech-Co request that any information not subject to this filtering is sent under separate, confidential cover, to a designated person within iTech-Co and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process. Unless the nature of the position allows iTech-Co to ask questions about your entire criminal record, except for certain spent convictions and cautions which are ‘protected’ so not subject to disclosure to employers and that cannot be considered, we only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.

We ensure that all those in iTech-Co 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 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 about 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 an offer of employment. We make every subject of a DBS check aware of the existence of the Code of Practice and make a copy available on request. iTech-Co undertake to discuss any matter revealed in a DBS check with the person seeking the position before withdrawing a conditional offer of employment.

When you’re on the job hunt, there are plenty of reasons that employers may use to rule you out of contention. It may be due to a lack of experience, insufficient qualifications or simply because they have found someone else who is better suited to the role. However, one thing that should not automatically rule you out of landing a job is whether you have a criminal record. While it may once have traditionally been more difficult to find work as an ex-offender, there are now many employers who take an active role in employing people with criminal records. This means you can safely avoid commercial litigation regarding your employment status.

Frequently Asked Questions About Finding a Job with a Criminal Record

Do I Have to Disclose My Criminal Record to an Employer?

You only must disclose that you have a criminal record if you are asked by an employer. If you’re aware that an employer is likely to carry out a formal criminal record check, or they will find out about your criminal record in some other way, it may be best to disclose it yourself. However, spent convictions and cautions which are ‘protected’ are not subject to disclosure to employers and cannot be considered, so iTech-Co only asks you about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.

When is the Best Time to Disclose a Criminal Record?

There’s no set time when you should disclose your criminal record, and this will be dependent on the recruitment process set by the employer. As a rule, the earlier, the better.

How Can I Disclose That I Have a Criminal Record?

If you aren’t asked to disclose your criminal record in a certain way (such as a tick box in an application form) then you should approach this in a way that feels most comfortable to you. A face-to-face conversation is often the easiest and preferred choice for many employers.

“iTech-Co is a company you can seek a job from if you have a criminal record. No need to worry about being penalised for not having a clear DBS Check! We encourage the employment of people from all walks of life, free from prejudice!”