Recruitment of Ex-Offenders

1. Hayfield complies fully with the Code of Practice issued by Senior Ministers in connection with the use of information provided to registered persons and other recipients of information by Disclosure Scotland under Part V of the Police Act 1997, for the purposes of assessing applicants’ suitability for positions of trust.  We undertake to treat all applicants for positions fairly and not to discriminate unfairly against the Subject of Disclosure on the basis of conviction or other information revealed.

2. A written Policy on Recruitment of Ex-Offenders is available to all Disclosure applicants at the outset of the recruitment process.

3. We are committed to equality of opportunity, to following policies and practices to provide 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, nationality, ethnic origin, age, sexual orientation, physical or mental disability or offending background, or is disadvantaged by any condition which cannot be found to be relevant to performance.

4. Hayfield 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 skills, qualifications and experience.

5. Hayfield will request an “Enhanced Disclosure” for all positions as this is considered appropriate and relevant to the work setting.  Application forms, job adverts and any other literature will contain a statement that Disclosure will be requested in the event of an individual being offered the position.

6. As Disclosure will form part of the recruitment process, Hayfield will encourage all applicants selected for interview to provide details of their criminal record at an early stage in the application process.  We ask that this information is sent under separate, confidential cover, to a designated person within Hayfield and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.

7. In line with the Rehabilitation of Offenders Act 1974, Hayfield will only ask about the offences which are defined as “unspent” in terms of the Act, unless the nature of the position is such that we are entitled to ask about an individual’s entire criminal record.

8. At interview, or under separate discussion, we undertake to ensure open and measured discussion on the subject of offences or other matters that might be considered relevant for the position concerned.  Failure to reveal information that is directly relevant to the position applied for could lead to withdrawal of an offer of employment.

9. We undertake to discuss any matter revealed in Disclosure with the Subject of that Disclosure before withdrawing a conditional offer of employment.

10. We ensure that all those in Hayfield who are involved in the recruitment and selection process will have been suitably trained on identifying and assessing relevance and circumstances of offences.  We also ensure that they have received appropriate guidance and training in the relevant legislation relating to employment of ex-offenders, e.g. Rehabilitation of Offenders Act 1974.

11. We undertake to make every Subject of Disclosure aware of the existence of the Code of Practice and to make a copy available on request.

12. Having a criminal record will not necessarily debar you from working in Hayfield. This will depend on the nature of the position, together with the circumstances and background of offences.