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policy on recruitment of ex-offenders

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[printicon align=”right”] As an organisation using the Disclosure and Barring Service (formerly known as the Criminal Records Bureau (CRB) and Independent Safeguarding Authority (ISA)) to assess candidates’ suitability for positions of trust, hygeia dental care complies fully with the Code of Practice and undertakes to treat all candidates for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed. Hygeia 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 dependents, age, physical/mental disability or offending background. This written policy on the recruitment of ex-offenders is made available to all Disclosure applicants during the recruitment process.

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. We select all candidates for interview based on their skills, qualifications and experience.

Disclosures are necessary for all team members working at our premises, in accordance with current Care Quality Commission requirements.

All application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.

We encourage all candidates called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, confidential cover to the Clinical Director, Joanne Giddy, or the Practice Director, Neil Phillips, and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.

We ensure that all those at hygeia dental care 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, 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 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 withdrawal of an offer of employment.

We make every subject of a DBS Disclosure aware of the existence of the Code of Practice and make a copy available on request.

We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.

Having a criminal record is not necessarily bar to working with us. This will depend on the nature of the position and the circumstances and background of the offences.

Web version 1: 17.2.2011 (Reviewed 26.1.2012; 13.3.2013; 19.6.2014; 5.6.2015; 4.8.2016; 1.9.2017; 11.11.2018; 9.11.2019; 12.8.2020; 18.11.2021; 28.8.2022)

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