Our Commitments
Equality Act 2010
Warwick are committed to fostering a work environment that meets the standards set by the Equality Act 2010 where everyone can thrive. We welcome applications from all backgrounds, cultures, and communities, and actively encourage candidates from underrepresented groups to apply.
Safeguarding & DBS
The University of Warwick is committed to safeguarding and promoting the welfare of all those we work with.
- Roles involving regulated activity are subject to a Disclosure and Barring Service (DBS) check at the appropriate level, in line with the DBS Code of Practice.
- The University will ensure that anyone subject to a barring order does not undertake any work with the barred group (children and/or adults).
- All employees, volunteers, and partners are expected to share our commitment to safeguarding.
Rehabilitation of Ex-Offenders
The University is committed to equality of opportunity and will not unfairly discriminate against applicants who disclose a criminal conviction. Any criminal conviction information disclosed during the recruitment process will be handled confidentially and in line with relevant data protection and safeguarding requirements.
Criminal conviction disclosures are not shared with hiring managers or interview panels during recruitment or selection events. Access is restricted to authorised members of the Recruitment and Safeguarding teams to ensure applicants are assessed fairly on their skills, qualifications, and suitability for the role.
Disclosures are reviewed only by the Recruitment team. This is to remove potential bias, and to support fair and objective decision-making.
Assessment Process
Where a conviction is disclosed, a proportionate, risk-based approach is applied. An assessment will consider:
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the nature and seriousness of the offence
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its relevance to the role
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the time elapsed since the offence
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any safeguarding or regulatory requirements.
An initially risk-assessment is completed by the Recruitment Operations team. If deemed appropriate, a second, independent risk assessment is completed by our Safeguarding lead, before a final objective assessment, considering both independent risk assessments, is completed by our Director of People Operations.
Information will only be shared with the recruiting manager where necessary and appropriate, for example, to meet safeguarding or legal obligations. Any disclosure will be limited to relevant information and handled confidentially.
Commitment to Fair Recruitment
The University recognises the importance of rehabilitation and supports fair access to employment for ex-offenders. A criminal conviction will not automatically prevent an individual from being considered for employment. Each disclosure is considered on a case-by-case basis, taking into account the circumstances of the offence and the requirements of the role.