Equal opportunities – First Initiatives does everything in its power to ensure the equal and fair treatment of individuals. The company will not tolerate any form of harassment, or any unjustifiable acts of discrimination on any grounds. All decisions on recruitment, selection, promotion, and career and personal development are based solely on job- or task-related objective criteria. Any individual found to be breaching this policy will be subject to our disciplinary and grievance procedures.
Positive about Disability (Two Tick) – First Initiatives is accredited within the Positive about Disability (Two Tick) scheme. The standard question about disability on our online application helps to ensure that we always offer an interview to any disabled candidate who meets the minimum criteria for the post. This question also enables us to make any necessary adjustments to our interview arrangements, and to the way in which the role is performed should a disabled applicant be successful.
Criminal Records Bureau – First Initiatives has recently applied to become a registered body with the Criminal Records Bureau and if successful will adhere to their code of practice. You can find out more about this on the CRB website.
Policy statement on the Recruitment of ex-offenders – First Initiatives is committed to the fair treatment of its staff, potential staff or users of its service, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
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 ability.
All positions in the organisation whereby staff work directly with service users will be subject to an Enhanced Disclosure check due to the nature of the service we provide. Staff coming into regular contact with service users but not working directly with them will be subject to a Standard Disclosure check.
We encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We guarantee that this information will only be seen by those who need to see it as part of the recruitment process. If you wish you may send this information under separate cover to the Human Resources Department.
We ensure that all those in First Initiatives who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. Any concerns should be directed to the Human Resources Department.
All applicants should be aware that they have applied for a position in an organisation regulated by C.Q.C. and as such must refer to a caution, reprimand, final warning or conviction when asked about their criminal record.
At interview, or a 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 directly relevant to the position sought could lead to withdrawal of an offer of employment.
At the time an offer of employment is made this will be conditional on the receipt of satisfactory references and a disclosure check. We will require you to complete the form and provide the necessary documents to the Human Resources Department. You should be aware of the existence of the Code of Practice relating to Disclosures, a copy will be made available on request.
We undertake to discuss any matter revealed in a disclosure with the person seeking the position before withdrawing a conditional offer of employment.
Having a criminal record will not necessarily bar people from working with us - this is will depend on the nature of the position and the circumstances and background of the offences.
