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The University of Cambridge has a published policy statement on the Recruitment of Ex-offenders . The University welcomes applications from a wide range of candidates, including those with criminal records. Having a criminal record will not necessarily bar an individual from working at the University. This will depend on the nature of the position and the circumstances and background of the offence.

The University of Cambridge 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 because of a conviction or other information revealed.

Where a criminal conviction is disclosed by an applicant or through a DBS check/basic disclosure, the Head of Recruitment (or nominated deputy) will work with the department/institution (where appropriate) to complete the HR20 Objective Assessment for Disclosure of a Criminal Conviction Form. This contains details of the check result, the individual’s explanation and an assessment of the level of risk.

The Director or Assistant Director of HR will consider this assessment objectively and, where the assessment indicates that the level of risk is too high to allow the individual to start/continue working in a particular role/activity, the consequences of this for the individual will dependent upon:

  • The check concerned;
  • The reason for the check (that is, check for a new employee, a recheck for an existing employee in their current post or a check for an existing employee in a new post);
  • Relevant legislation;
  • The post concerned;
  • Whether the individual is suitable for other employment opportunities available within the University.

Where appropriate, the head of the department/institution will be involved in the decision process. Possible outcomes include amended duties, redeployment, withdrawal of an offer of employment or, where the individual started work before the relevant pre-employment check was completed, dismissal.