Recruitment of Ex- Offenders Statement


As an organisation using the Disclosure and Barring Service (DBS) to assess applicant’s suitability for positions of trust, Seetec complies 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 conviction or other information revealed.

We are committed to the fair treatment of our employees, potential employees or users of our services, regardless of race, gender, religion, sexual -orientation, responsibilities for dependants, age, physical/mental disability or offending background.

Seetec actively promotes equality of opportunity for all with a variety 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.

A Disclosure is only requested where a thorough risk assessment has indicated that it is both proportionate and relevant to the position concerned. For those positions where a DBS or DS check is required, all application forms, job adverts and recruitment briefs will contain a statement that a DBS or DS check will be requested in the event of the individual being offered the position.

Where a DBS or DS check is to form part of the recruitment process, we encourage all applicants who have been made a verbal offer of employment to provide details of their criminal record, using a Criminal Record Self Declaration form.

We request that this information is sent under separate, confidential cover, to a designated person. We guarantee that this information will only be seen by those who need to see it as part of the recruitment process. We only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974 where the nature of the position allows us to ask questions about your entire criminal record.

We 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 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.

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. Where convictions, cautions, warnings or reprimands have been declared or disclosed, we will consider:

• The number of offences and their seriousness.

• The relevance of the offence(s).

• The length of time since the offence occurred.

• The nature and background of the offence.

• The individual’s attitude to the offence and evidence of change.

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

Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.