Employing people with Criminal Convictions - Subject to approval
At Clarion Group, we are committed to the fair treatment of all employees and potential employees and will make every effort to make sure that discrimination does not take place on the basis of race, gender, religion, sexual orientation, age or disability.
We recognise that a proportion of the UK workforce is made up of people who have committed a criminal offence. We know that these people can find it hard to get work even though they often have useful skills and qualifications.
Statistics suggest that previous offenders are much less likely to re-offend if they are able to find work and they may bring a different understanding of issues that our customers face and so help us to deliver a better service.
We have a huge responsibility to protect all of our customers and clients and particularly children and vulnerable adults to whom we provide a service, so we have to consider a number of issues in relation to employment of those who have a previous criminal conviction at Clarion Group. We want to make sure that the minority of ex-offenders who may pose a risk to others are identified and prevented from causing harm to customers, clients or colleagues.
Rehabilitation of Offenders Act 1974
We comply with the legal obligations of the Rehabilitation of Offenders Act 1974 and how we protect against unfair discrimination on the basis of non-relevant past convictions. It also ensures that we fulfil our obligations under the Police Act 1997 and the Department of Health National Care standards regulations.
The Rehabilitation of Offenders Act (ROA) 1974 is the main piece of legislation which governs our approach to safe recruitment. It is aimed at helping people who have been convicted of a criminal offence and who have not re-offended since to gain suitable employment.
A rehabilitation period is a set length of time from the date of conviction, after which time the person becomes a ‘rehabilitated person’ and the length of this period depends on the sentence given for the original offence and runs from the date of the conviction.
Once a conviction is ‘spent’, the convicted person does not have to reveal it or admit its existence in most circumstances. However, there are some exceptions relating to employment which relate to working with children or working with ‘vulnerable adults’. If individuals want to apply for a position that involves working with children and/or vulnerable adults, they are required to reveal all convictions, both spent and unspent.
At Clarion Group, due to the nature of the work carried out, many of our roles fall under this heading.