Reading Football Club aims to promote equality of opportunity and is committed to treating all applicants fairly and on merit, regardless of race, gender, marital status, religion, disability, sexual orientation or age. We undertake not to discriminate unfairly against applicants on the basis of criminal conviction or other information declared.
Recruitment Process Including DBS Disclosure Application and Barred List Checks
Before you can be considered for appointment in the Child or Adult at Risk workforce, we need to be satisfied about your character and suitability. If the position you have applied for has been identified as exempt under the Rehabilitation of Offenders Act 1974 (as amended) it will be eligible for a criminal records check. The level of check is determined by the roles and responsibilities of the position being applied for. The disclosure may also tell the Club about other information
held by the police about you, such as outstanding prosecutions or serious relevant allegations and may include a check against the Children`s and/or Adults` Barred Lists if the position involves Regulated Activity. It is an offence for a person barred from
working with children and/or adults under the Safeguarding Vulnerable Groups Act 2006 as amended by the Protection of Freedoms Act 2012 to seek or accept offers of employment (whether paid or unpaid) with these groups. Any allegation or
complaint investigated by the police, local authority, an employer or voluntary body must also be declared, checks will be made with the relevant authorities. Motoring offences that cannot be dealt with by a prison sentence need not be declared.
We will only consider information about convictions, cautions, charges and any other information released that is relevant to the position applied for. When assessing the suitability of a person for a position of trust, the Club is entitled to ask the applicant
to reveal details of all convictions, including those that are considered `spent`. This is to ensure that children and adults at risk are adequately protected from those in positions of authority and trust. Prior to making a final decision concerning your application, we shall discuss with you any information declared by you that we believe may have a bearing on your suitability for the position. If we do not raise this information with you, this is because we do not believe that it should be taken into account.