Ban the Box: Employing Ex-offenders
As an organisation using the Disclosure & Barring Service (DBS) to assess applicants' suitability for positions of trust, we aim to comply fully with the Code of Practice and undertake to treat all applicants for positions fairly.
We undertake not to discriminate unfairly against anyone who is the subject of a DBS on the basis of conviction or other information revealed.
Milton Keynes College is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, age, responsibilities for dependants, physical/mental disability or offending background.
We have a written policy on both the Recruitment and DBS process, which is available to all applicants on request. We actively promote 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. We select all candidates for interview based on their skills, qualifications and experience.
A DBS is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. Within Education this is mandatory for all new staff who will be student facing. For those positions where a DBS is required, all application forms, job adverts and recruitment briefs will contain a statement that a DBS will be requested in the event of the individual being offered the position.
As an extension of this, specific to prison education, it is mandatory for all staff to undergo security clearance at which point candidates would need to disclose anything deemed relevant which could affect the outcome.
All formal offers made by Milton Keynes College are subject to a DBS and/or security clearance where applicable. Failure to secure a valid DBS and/or security clearance could lead to the withdrawal of an offer of employment.
Where a DBS and/or security clearance is to form part of the recruitment process, we encourage all applicants to provide details of their criminal record at an early stage in the application process. We request that this information is submitted by way of a self‐disclosure.
We guarantee that this information will only be seen by those who need to see it as part of the recruitment process.
We ensure that all those who are involved in the recruitment process will have suitable guidance to enable them to identify and assess the relevance of the offence in relation to the position applied for.
We also ensure that they receive appropriate guidance on the relevant legislation relating to the employment of ex‐ offenders, e.g. the Rehabilitation of Offenders Act 1974.
We make every subject of a DBS Disclosure aware of the existence of the DBS Code of Practice and make a
copy available on request. We undertake to discuss any matter revealed in a DBS with the person seeking the position, before withdrawing a conditional offer of employment.
Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of your of fences.