2.  In employment we actively seek to recruit with the right mix of talent, skills and potential, promoting equality for all, and welcome applications from a wide range of candidates.  We select all candidates for interview based on their skills, qualifications, experience and commitment to the values and purposes of the organisation.

3.  As an organisation seeking to deliver services within a Christian context, some posts can only be filled by Christians.  These posts are specified in the (state where) and kept under regular review.  The nature of these posts or the context in which they are carried out, and their link to the ethos of the organisation, give rise to a genuine occupational requirement (GOR) for the post-holders to be Christians.  All staff in these posts are required to demonstrate a clear personal commitment to the Christian faith.  This policy is implemented under Employment and Race Directives issued by the government and ACAS guidance.

4.  As an organisation using the Disclosure and Barring Service (DBS) Disclosure Service to assess applicants' suitability for positions of trust, the church (organisation) undertakes to comply fully with the DBS Code of Practice and to treat all applicants for positions fairly.  It undertakes not to discriminate unfairly against any subject of disclosure on the basis of conviction or other information revealed.

5.  A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned.  For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered a position.

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

7. Unless the nature of the position allows the organisation to ask questions about your entire criminal record, we only ask about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974..

8.  We ensure that all those in the organisation who are involved in the recruitment process have been suitably trained to identify and assess the relevance of circumstances of offences.  We will also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders e.g. the Rehabilitation of Offenders Act 1974..

9.  At interview, or in 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.  Failure to reveal information that is relevant to the position sought could lead to withdrawal of an offer of employment or voluntary work.

10.  We make every subject of a DBS Disclosure aware of the existence of the Code of Practice and make a copy available on request.

11.  We undertake to discuss any matter revealed in a disclosure with the person seeking a position before withdrawing a conditional offer of employment.

12. Having a criminal record will not necessarily bar you from working with us. It will depend on the nature of the position and the circumstances and background of your offences.