- Swansea University aims to promote equality of opportunity for all applicants with the right mix of talent, skills and potential. Swansea University welcomes applications from diverse candidates. Criminal records will be taken into account for recruitment purposes only when the conviction is relevant. Unless the nature of the work demands it, you will not be asked to disclose convictions which are ‘spent’ under the Rehabilitation of Offenders Act 1974. Having an ‘unspent’ conviction will not necessarily bar you from a place on your chosen course. This will depend on the circumstances and background to your offence(s).
- As Swansea University meets the requirements in respect of exempted questions under the Rehabilitation of Offenders Act 1974, all applicants who are offered places on the Social Work Diploma, Graduate Entry Medicine, undergraduate and postgraduate courses in the Department of Childhood Studies and certain Nursing and Midwifery courses will be subject to a criminal record check from the Criminal Records Bureau before the place is confirmed. This will include details of cautions, reprimands or final warnings, as well as convictions.
- As an organisation using the CRB Disclosure service to assess applicants’ suitability, Swansea University complies fully with the CRB Code of Practice and undertakes to treat all applicants fairly. It undertakes not to discriminate unfairly against any subject of Disclosure on the basis of conviction or other information revealed.
- All successful applicants will be informed of the existence of the CRB Code of Practice and a copy will be made available on request.
- At interview, open and measured discussion will take place on the subject of a candidate’s criminal record. Failure on the part of an applicant to reveal criminal record information at this stage could lead to the subsequent withdrawal of an offer of a place if criminal record details are revealed in the subsequent Disclosure.
- Those involved in the recruitment process will be equipped to identify and assess the relevance and circumstances of offences. They will have received appropriate guidance in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
- The relevant admissions staff will undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing any offer of a place.
- The University undertakes to handle, store, retain and dispose of Disclosure and other information regarding criminal records in accordance with the CRB code of practice.
(This Policy Statement on Criminal Records was approved by the Admissions & Marketing Committee of the University at its meeting on 18th February 2002).