Policy Statement on the recruitment of ex offenders


 St Thomas Church Nuthurst cum Hockley Heath

Statement on the Recruitment of Ex-Offenders

  • As an organisation assessing applicants’ suitability for positions which are included in the Offenders Act 1974 (Exceptions) Order using criminal records checks processed through the Disclosure and Barring Service (DBS), St Thomas church complies fully with the code of practice and undertakes yo treat all applicants for positions fairly.
  • St Thomas church undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.
  • St Thomas church can only ask individual to provide details of convictions and cautions that St Thomas church are legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where a position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended).
  • St Thomas church can only ask an individual about convictions and cautions that are not protected.
  • St Thomas church is committed to the fair treatment of any staff, any potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependents, age, physical/mental abilities or offending background.
  • St Thomas church promotes equality of opportunity for all with the right mix of talent, skills, and potential and welcomes applications from a wide range of candidates including those with criminal records.
  • An application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all applications, job adverts and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of an individual being offered the position.
  • St Thomas church ensures that all those involved in the recruitment process have received the required level of training by Church of England Birmingham so that they may identify and assess the relevance and circumstances of offence and aware of relevant legislation relating to the employment of ex-offenders eg Rehabilitation of Offenders Act 1974.
  • At interview or separate discussion stage, St Thomas church ensures 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 applied for could lead to withdrawal of any offer of employment or voluntary position.
  • St Thomas Church has developed a Safeguarding policy for Children, Young people and Adults in accordance with the Church of England’s Promoting a Safer Church requirements which includes the safer recruitment of its volunteers and employees. The Policy statement was adopted by the Parish Church Council in its meeting held on 23rd May 2017. The statement was reviewed and agreed by the PCC during its meeting on 18th July 2019 It is promoted in church on the notice board and on its website.


Margaret Howie

Safeguarding Co-Ordinator