As an organisation using the Disclosure and Barring Service (DBS) to assess applicants’ suitability for positions of trust, Innovate Trust 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.

Innovate Trust is committed to the fair treatment of staff, potential staff or users of services, regardless of colour, race, nationality, ethnic or national origin, religion, gender, age, disability, marital status, responsibilities for dependants, sexual orientation, or offending background.

This statement on the recruitment of ex-offenders is made available to all Disclosure applicants at the outset of 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 appropriate for the vacancy.

Every employee or volunteer during their work will come into contact with a vulnerable person who uses one or more of our services.  Therefore Innovate Trust has adopted the global policy that every employee or volunteer must undertake an Enhanced Disclosure before they commence any work for the organisation.

We have a legal obligation to protect vulnerable individuals (such as children and vulnerable adults) from people who have committed serious offences, and as such meets the requirements in respect of exempted questions under the Rehabilitation of Offenders Act 1974. All applicants who are offered employment will be subject to a criminal record check from the Disclosure and Barring Service, before the appointment is confirmed. This will include details of cautions, reprimands or final warnings, as well as convictions, including “spent” convictions and as with all Enhanced Disclosure, other relevant non-conviction information, such as police enquiries and pending prosecutions will be included.

Where a Disclosure is to form part of the recruitment process, we encourage all applicants to voluntarily provide details of their criminal record at an early stage in the application process. We request this information is provided on the application form.  At that point the Senior Manager HR will consider any offences or other matter that might be relevant to the position. This information will only seen by those who need to see it as part of the recruitment process. This information will be treated in strict confidence, will be securely stored and kept for only as long as is necessary.

At interview, or in a separate discussion, we ensure an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position.  We undertake to discuss any relevant matter revealed in a Disclosure with the person seeking the position before any offer of employment is considered.

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

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.

If you have any queries or concerns please ring the contact number contained in the advertisement of the post.  If you are in any doubt about your declaration, you should seek further advice from places such as the Citizens Advice Bureau or Local Law Centre.

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