Candidates with Criminal Convictions

The position

A criminal record does not disqualify somebody from being represented by ARG. It is assessed against the specific role, and only where it is relevant to that role.

This matters more in ARG’s sectors than in most. Safety-critical work, explosives competence under the Quarries Regulations 1999, roles with access to sites or to vulnerable people, and roles requiring a particular authorisation all have genuine reasons to consider a record. Most roles do not.

What ARG asks

• Spent convictions are not asked about, and do not have to be disclosed, except for the roles the Exceptions Order 1975 covers.
• Unspent convictions are asked about only where the role genuinely requires it, and the question is asked at shortlist rather than at first contact.
• A DBS check is requested only where the role is eligible for one in law. Eligibility is a legal test, not a client preference, and ARG will say no to a check that is not lawful for the role.
• Where a record is disclosed, ARG discusses it with the candidate before anything is said to a client, and the candidate decides whether the application continues.
• Nothing disclosed is kept beyond the decision it was needed for.

What this is not

It is not a guarantee of placement, and it is not a promise to argue a client out of a lawful requirement. It is a commitment that ARG will not use a record as a filter where it has no bearing on the work, and will tell a candidate honestly where it does.

Other policies

• Modern Slavery and Human Trafficking Statement
• Equality, Diversity and Inclusion
• Complaints Procedure
• Accessibility Statement