Our equal opportunities policy
365 Support 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)
365 hope to participate in 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.
Disclosure & Barring Services
365 Support fully complies with both codes of practice for the Disclosure & Barring Services. You can find out more about this on their websites.
Policy statement on the recruitment of ex-offenders
As an organisation using the Disclosure & Barring Services through an external provider we aim to assess applicants’ suitability for positions of trust, 365 Support complies fully with their Codes of Practice. We undertake to treat all applicants for positions fairly, and not discriminate against applicants on the basis of conviction or other information revealed. We will provide a copy of this policy and the Code to anyone who asks to see it.
We are committed to equality of opportunity, to following practices, and to providing a service which is free from unfair and unlawful discrimination. We ensure that no applicant or member of staff is subject to less favourable treatment on the grounds of offending background.
We actively promote the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. The selection of candidates for interview will be based on skills, qualifications and experience.
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.
Applicants will be made aware that they have applied for a position in a regulated service and as such must refer to a caution, reprimand and or conviction when asked about their criminal record.
At interview, or under separate discussion, we undertake to ensure an open and measured discussion on the subject of any offences or other matters that might be considered relevant for the position or work concerned. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
Having a criminal record will not necessarily bar people from working with usThis will depend on the nature of the position and the circumstances and background of the offences.