Employment at Radley

Recruitment of Ex-Offenders

• As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants’ suitability for positions of trust, Radley College complies fully with the CRB 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.
   
• Radley College is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, age, responsibilities for dependants, physical/mental disability or offending background.
   
• We have a written policy on the recruitment of ex-offenders, which 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.
   
• An enhanced disclosure is required for all positions.  All application forms and recruitment briefs will contain a statement that a Disclosure will be required in the event of the individual being offered the position.
   
• Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal records at an early stage in the application process.  We request that this information is sent under separate, confidential cover, to a designated person within Radley College and we guarantee that this information is only to be seen by those who need to see it as part of the recruitment process.
   
• Unless the nature of the position allows Radley College to ask questions about your entire criminal record we only ask about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.
   
• We ensure that all those in Radley College who are involved in the recruitment process have been suitable 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, eg the Rehabilitation of Offenders Act 1974.
   
• At interview, or in 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 CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available on request. 
   
• We undertake to discuss any matter revealed in a Disclosure with the persona seeking the position before withdrawing a conditional 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.