Policy on the recruitment of ex-offenders
- Clanrye Group complies fully with the Code of Practice, issued by the Department of
Justice, in connection with the use of information provided to registered persons,
their nominees and other recipients of information by AccessNI under Part V of the
Police Act 1997, for the purposes of assessing Applicant’s suitability for employment
purposes, voluntary positions, licensing and other relevant purposes. We undertake
to treat all applicants for positions fairly and not to discriminate unfairly or
unlawfully against the subject of a Disclosure on the basis of conviction or other
information revealed. - This policy is made available to all Disclosure applicants at the outset of the
recruitment process. - Clanrye Group are committed to equality of opportunity (see separate Equal
Opportunities Policy), to following practices, and to providing a service which is free
from unfair and unlawful discrimination*. We ensure that no applicant or member of
staff is subject to less favourable treatment on the grounds of gender, marital status,
race, colour, nationality, ethnic or national origins, age, sexual orientation,
responsibilities for dependants, physical or mental disability, political opinion or
offending background, or is disadvantaged by any condition which cannot be shown
to be relevant to performance. - Clanrye Group actively 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. The selection of candidates for
interview will be based on those who meet the required standard of skills,
qualifications and experience as outlined in the essential and desirable criteria. - We will request for an AccessNI Disclosure only where this is considered
proportionate and relevant to the particular position. This will be based on a
thorough risk assessment of that position and having considered the relevant
legislation which determines whether or not a Standard or Enhanced Disclosure is
available to the position in question. Where an AccessNI Disclosure is deemed
necessary for a post or position, all applicants will be made aware at the initial
recruitment stage that the position will be subject to a Disclosure and that Clanrye
Group will request the individual being offered the position to undergo an
appropriate AccessNI Disclosure check. - In line with the Rehabilitation of Offenders (Exceptions)(Northern Ireland) Order
1979 (as amended in 2014), Clanrye Group will only ask about convictions which are
defined as “not protected” for the purposes of obtaining a Standard or Enhanced
disclosure. - We undertake to ensure an open and measured and recorded discussion on the
subject of any offences or other matters that might be considered relevant for the
position concerned e.g. the individual is applying for a driving job but has a criminal
history of driving offences. Failure to reveal information that is directly relevant to
the position sought could lead to withdrawal of the conditional offer of employment. - Clanrye Group may consider discussing any matter revealed in a Disclosure
Certificate. We are only able to discuss what is contained on a Disclosure Certificate,
and not what may have been sent under separate cover by the Police, with the
subject of that Disclosure before considering withdrawing a conditional offer of
employment. - We ensure that all those in Clanrye Group who are involved in the recruitment
process have been suitably trained to identify and assess the relevance and
circumstances of Disclosure information. We also ensure that they have received
appropriate guidance and training in the relevant legislation relating to employment
of ex-offenders (e.g. the Rehabilitation of Offenders (Northern Ireland) Order 1978). - We undertake to make every subject of an AccessNI Disclosure aware of the
existence of the Code of Practice, and to make a copy available on request. - Having a criminal record will not necessarily debar you from working with Clanrye
Group. This will depend on the nature of the position, together with the
circumstances and background of your offences or other information contained on a
disclosure certificate or provided directly to us by the policy.
*We are only able to discuss what is contained on a Disclosure Certificate and not
what may have been sent under separate cover by the Police.