- Providing training courses to apprentices doesn’t make all employees eligible for DBS checks
- University doing ineligible checks for lecturing posts
- Organisations need to make it clear if they want applicants to disclose
- Ineligible check leads to DBS considering adding employee to adult’s and children’s barred list
- The problem with doing blanket enhanced DBS checks on all employees
- Confusion over filtering legislation and taking into account an old caution
- Could my company be at risk of indirect discrimination if…?
- Are you keen to recruit people with a criminal record and looking for help in finding applicants?
- Is a tick box damaging your diversity efforts? – Upcoming webinar 10th May
Why is this important?
Over 11 million people in the UK have a criminal record, with around a third of people claiming Job Seekers Allowance having received a criminal record in the last 10 years, and yet 75% of employers admit to discriminating against applicants on the basis of a criminal record.
People with irrelevant criminal records are often discouraged from applying for jobs that ask about them on the application form.
Employers can’t afford to ignore the diverse skills and experience of people with criminal records.
Ricky’s experience of applying for work shows the benefit to employers that ‘ban the box’ from application forms, instead dealing with criminal records at the job offer stage, giving people a chance to be interviewed on their merits.
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