Recruitment of ex-offenders policy statement
As an organisation which uses the Disclosure and Barring Service (DBS) to check the criminal records of individuals applying for certain positions of trust, the University of Cambridge complies fully with the DBS Code of Practice. We undertake not to discriminate unfairly against applicants because of convictions, cautions, reprimands or outstanding criminal proceedings.
We recruit individuals 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 candidates for interview based on their skills, qualifications and experience. Training is available to all those in University of Cambridge who are involved in the recruitment process.
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 of your offences.
A DBS check is only requested after a thorough assessment against the eligibility criteria prescribed by legislation. Where completion of a DBS check is a condition of an offer of employment, the job advert and/or HR7 Further Information document for the vacancy will specify this requirement.
Where a DBS check is required, the post is an exception to Rehabilitation of Offenders Act 1974. We encourage applicants for such posts to provide details of their criminal record, including any spent or unspent convictions which are not protected in law, at an early stage in the application process. Full details of which convictions are protected are available from the DBS website.
We will have an open and measured discussion with you on the subject any convictions, cautions, reprimands or outstanding criminal proceedings that might be relevant to the position. Failure to reveal information that is directly relevant to the position could lead to withdrawal of an offer of employment.
Where you have disclosed to us that you have committed a criminal offence, or where a DBS check has revealed this, we will conduct an objective assessment of the impact that this should have on any offer of employment made to you. The outcome of this assessment will be discussed with you.
A copy of the University's statement on the handling of conviction-related information is available from departments/institutions or the Recruitment Services section of the HR Division, upon request.