As an organisation using the Disclosure and Barring Service (DBS) to assess applicants’ suitability for positions of trust, ART 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.
ART is committed to the fair treatment of its staff, potential staff, teachers, mentors and users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependents, age, physical/mental disability or offending background.
This policy on the recruitment of ex-offenders, which is made available on line to all Disclosure applicants.
We actively promote equality of opportunity for all with the right mix of talent, skills, and potential and welcome applications/involvement from a wide range of people, including those with criminal records.
Where a Disclosure is to form part of the recruitment process for an employee, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, confidential, cover to a designated person within ART and we guarantee that this information is only be seen by those who need to see it as part of the recruitment process.
We undertake to discuss any matter revealed in a Disclosure with the person seeking membership or employment before withdrawing a conditional offer of membership/employment.
At interview, or in a 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.
Having a criminal record will not necessarily bar you from working with us or being a members of ART. This will depend on the nature of the involvement and the circumstances and background of your offences.
Last Modified: September 2014
Last Reviewed: March 2019