As an organisation using the Disclosure and Barring Service (DBS) to assess applicants’ suitability for positions of trust, the Football Association of Wales (FAW) complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.
The FAW is committed to the fair treatment of its staff, potential staff or users of its services, regardless of age, disability, gender reassignment, marital or parental status, race, religion or belief, sex, sexual orientation or offending background.
This is a written policy on the recruitment of ex-offenders, which is available to anyone in the recruitment process or who has an interest in this Policy.
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 experience.
A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.
Where a Disclosure is to form part of the recruitment process, 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 is only seen by those who need to see it as part of the recruitment process.
Unless the nature of the position allows the FAW to ask questions about your entire criminal record we only ask about "unspent" convictions as defined in the Rehabilitation of Offenders Act 1974.
We ensure that all those in the FAW who are involved in the recruitment process have knowledge of the relevant legislation relating to the employment of ex-offenders and are able to assess the relevance and circumstances of offences to the position applied for.
At interview, or in 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 any time, any subject of a DBS check may request a copy of the DBS Code of Practice.
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 you from working with us. This will depend on the nature of the position and the circumstances and background of your offences.