Church in Wales policy on the engagement of ex-offenders

1. The Church in Wales is committed to equality of opportunity for all candidates for employment, clergy appointments and volunteer roles, and aims to select people for engagement into these roles on the basis of their skills, abilities, experience, knowledge, qualifications and training. The Church in Wales undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed, and the disclosure of an offence may not be a bar to engagement.
2. As an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), the Church in Wales complies fully with the code of practice and undertakes to treat all applicants for positions fairly.
3. The Church in Wales will only ask an individual to provide details of convictions and cautions that the Church in Wales is legally entitled to know about and where a DBS certificate at either standard or enhanced level can legally be requested (where the 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).
4. The Church in Wales will only ask an individual about convictions and cautions that are not protected.
5. The Church in Wales is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependents, age, physical/mental disability or offending background.
6. The Church in Wales’ written policy on the engagement of ex-offenders is made available to all DBS applicants on its website.
7. The Church in Wales actively promotes 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.
8. The Church in Wales selects candidates for engagement based on their skills, qualifications and experience.
9. An application for a criminal record check is only submitted to the 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 application forms, job adverts and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of the individual being offered the position.
10. The Church in Wales ensures that all those in who are involved in the application process have been suitably trained to identify and assess the relevance and circumstances of offences.
11. The Church in Wales also ensures that they have received appropriate guidance and training in the relevant legislation relating to the engagement of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
12. At interview, or in a separate discussion, the Church in Wales 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 sought could lead to withdrawal of an offer of engagement.
13. The Church in Wales makes every subject of a criminal record check submitted to DBS aware of the existence of the code of practice and makes a copy available on request.
14. The Church in Wales undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of engagement.

November 2017