Whilst, as you would expect, we have a number of policies at the College, there are some that you need to know about before you join us. These policies are outlined below – you will need to read our Privacy Statement and Disclosure & Barring Service Check including our Commitment to the Recruitment of Re-offenders’ policy before you complete the application form.
Safeguarding is one of our primary considerations for both recruitment purposes and for existing staff. This means that all staff who join us have to have an enhanced DBS (Disclosure & Barring Service). Some roles will need an enhanced DBS with Child (for example lecturers), others who provide personal care may have to have a DBS Enhanced with Adult, and those who deal with both under 18’s and personal care will need both i.e. DBS with Child and Adult. We encourage all staff to join the update service and we pay for that.
There are some convictions that mean if you have them, this might not be the place for you to work – we take our safeguarding and the protection of our young people very seriously so you are unlikely to be able to work for us if you have convictions for selling drugs or violence and of course anything that means you are barred from working with children or vulnerable adults. Please read our policy below to find out more.
Your data is important to us – find out how we use and keep that information securely by reading the Applicant Privacy Statement below.
Equality, Diversity & Inclusion are important considerations for how we work which means that we welcome applicants from all parts of our community. As you will have seen in our Principal & Chief Executive’s welcome to this site, respect is one of our values and we believe that every member of staff and student deserves to be treated with respect at all times. This means seeing you as an individual and embracing what you can bring to the College. The more diverse we are, the stronger we are.
The College has started to work towards Investors in Diversity and are partnering with the National Centre for Diversity (NCFD) to help support us on that journey.
We know that we have already completed lots of Equality, Diversity & Inclusion (EDI) work across the College, but working with the NCFR will help us formalise that work and identify any gaps that can make this stronger for us.
The NCFD has undertaken extensive research into what makes workplace culture inclusive and as a result have developed the FREDIE principles. Our EDI action plan is based on these 5 core components to make our College more inclusive for staff, students and stakeholders.
Fairness for all is a reality
Respect for all is the norm
Equality of opportunity is embedded
Diverse employees feel that they belong
Inclusion is widely understood
Engagement – where everyone lives the values and goals of the organisation
As with other employers, we report our gender pay in line with Government Regulations. Our latest gender pay report outlines our progress over the years and indicates what else we are working on to close the gap.
You will have seen from our Guaranteed Interview Scheme information that we are a Gold Award Holder of the Employer Recognition Scheme for the Armed Forces. Our policy includes serving members, reservists, cadet volunteers, veterans and partners of serving members. The policy outlines the additional benefits that are available.
We have achieved a covenant with EDAC (Employers Domestic Abuse Covenant) because of our support for individuals of Domestic Abuse. If you are escaping this type of situation or want to and meet the essential criteria for the role, you will be guaranteed an interview.
The college takes the Safeguarding of our students seriously. Please read the policy to find out what practices we use to Safeguard students.
The College is working with other West Midlands Colleges on a programme to build more inclusive teams in terms of all of the protected characteristics – find out by reading the attached what we are working towards in terms of recruitment and selection. Whilst it may not always be possible to include all of this good practice guide for every role, we will have considered what we can implement on each of our recruitment and selection activities to become more inclusive.
