Imperial Green Systems Ltd, as an organization responsible for evaluating the suitability of applicants for positions covered by the Rehabilitation of Offenders Act 1974 (Exceptions) Order through criminal record checks facilitated by the Disclosure and Barring Service (DBS), is fully committed to adhering to the Code of Practice. We pledge to treat all applicants for positions in a fair and unbiased manner. Imperial Green Systems Ltd ensures there is no discrimination against individuals based on their criminal record, convictions, or any disclosed information.
Imperial Green Systems Ltd is authorized to request information regarding convictions and cautions that individuals are legally obliged to disclose. When the position falls under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975, as amended, and is subject to relevant Police Act Regulations, we can only inquire about convictions and cautions that are not protected.
Our commitment is to treat our staff, potential staff, and service users fairly, without discrimination on the grounds of race, gender, religion, sexual orientation, responsibilities as dependents, age, physical/mental disability, or past criminal history.
Imperial Green Systems Ltd has established a documented policy regarding the recruitment of individuals with previous convictions, which is provided to all DBS applicants at the beginning of the recruitment process.
We actively advocate for equal opportunities for all individuals possessing the right blend of talent, skills, and potential. We welcome applications from a diverse range of candidates, including those with prior criminal records. Our selection of candidates for interviews is based on their qualifications, skills, and experience.
Before submitting an application for a criminal record check to the DBS, we perform a comprehensive risk assessment to ensure that it is proportional and relevant to the position in question. In cases where a criminal record check is deemed necessary, all application forms, job advertisements, and recruitment briefs clearly state that a DBS certificate application will be made if the individual is offered the position.
Imperial Green Systems Ltd ensures that our personnel involved in the recruitment process are adequately trained to evaluate and understand the significance and context of offenses. They receive appropriate guidance and training on relevant legislation related to the employment of individuals with prior convictions, including the Rehabilitation of Offenders Act 1974.
During interviews or separate discussions, we facilitate open and thoughtful conversations about any past offenses or other matters relevant to the position. Failure to disclose information directly relevant to the sought-after position may result in the withdrawal of an employment offer.
We inform every individual undergoing a DBS criminal record check about the existence of the Code of Practice and make a copy available upon request.
Imperial Green Systems Ltd commits to engaging in discussions with individuals seeking positions if any matters are revealed on their DBS certificate before withdrawing a conditional offer of employment.