Recruitment of Ex-Offenders Policy

Rutledge Group is committed to promoting equality of opportunity and ensuring that all applicants are treated fairly throughout the recruitment process. This policy outlines the organisation's approach to recruiting and employing individuals with criminal records and demonstrates compliance with the AccessNI Code of Practice, the Police Act 1997, the Rehabilitation of Offenders (Northern Ireland) Order 1978, the Data Protection Act 2018 and UK GDPR.

This policy applies to all applicants for employment, agency workers, volunteers and any other positions where criminal record information may be requested through AccessNI.

Rutledge Group undertakes to treat all applicants fairly and will not discriminate unfairly or unlawfully against any individual on the basis of a criminal conviction or other information disclosed through an AccessNI check.

We are committed to equality of opportunity and welcome applications from individuals with a wide range of backgrounds, skills and experiences, including those with criminal records. Selection for interview and appointment will be based on an individual's skills, qualifications, experience and ability to fulfil the requirements of the role.

Rutledge Group is committed to providing a working environment free from unlawful discrimination. No applicant or employee will receive less favourable treatment on the grounds of:

• Sex
• Marital or civil partnership status
• Religious belief
• Political opinion
• Race, colour, nationality, ethnic or national origin
• Disability
• Age
• Sexual orientation
• Dependant status
• Offending background where this is not relevant to the position

Rutledge Group will only request an AccessNI disclosure where this is proportionate, relevant and legally permissible for the position concerned.

Where a criminal record check is required:

• Applicants will be informed at the earliest stage of the recruitment process
• Applicants will be advised of the level of AccessNI check required
• Applicants will be made aware of this policy
• Criminal record information will only be requested where it is relevant to the position

Having a criminal record will not automatically prevent an individual from obtaining employment with Rutledge Group. Any disclosure information received will be considered on a case-by-case basis and assessed fairly, consistently and objectively.

When considering disclosed information, Rutledge Group will take account of:

• The nature of the offence
• The seriousness of the offence
• The relevance of the offence to the position applied for
• The circumstances surrounding the offence
• The length of time that has elapsed since the offence occurred
• Whether there is a pattern of offending behaviour
• Any changes in the applicant's circumstances since the offence
• Evidence of rehabilitation or positive conduct since the offence

Any recruitment decision will balance the rights of the applicant with the duty to protect clients, service users, employees and the wider public where applicable.

Where criminal record information is disclosed and is considered relevant to the position applied for, Rutledge Group will undertake an open, fair and confidential discussion with the applicant before any final recruitment decision is made.

Applicants will be given the opportunity to provide context, explanation and any mitigating information they wish to be taken into account.

No conditional offer of employment will be withdrawn solely on the basis of disclosure information without first discussing the contents of the disclosure with the applicant.

Failure to disclose information that is directly relevant to the position sought, where disclosure is legally required, may result in the withdrawal of a conditional offer of employment.

Rutledge Group will ensure that employees involved in recruitment and selection processes receive appropriate guidance and training regarding:

• The fair recruitment of ex-offenders
• AccessNI requirements
• Relevant legislation
• Equality and discrimination law
• The assessment of criminal record information

Only authorised personnel will have access to disclosure information where necessary for recruitment purposes.

Information obtained through AccessNI disclosures will be handled securely and confidentially in accordance with:

• The Data Protection Act 2018
• UK General Data Protection Regulation (UK GDPR)
• The AccessNI Code of Practice
• Rutledge Group's Secure Handling of Disclosure Information Policy

Disclosure information will only be accessed by authorised individuals who require the information as part of their duties. Disclosure information will not be retained for longer than necessary and will be disposed of securely in accordance with organisational procedures and legal requirements.

This policy will be made available to all applicants at the outset of the recruitment process and will be provided on request.

This policy will be reviewed every two years or sooner where there are changes to legislation, AccessNI requirements or organisational procedures.

A criminal record will not automatically prevent employment with Rutledge Group. Each application will be considered fairly, consistently and on its individual merits, taking account of the requirements of the position and all relevant circumstances.