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Safeguarding vulnerable groups | Equality in employment | Sandwell Council

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Equality in employment

Safeguarding vulnerable groups

Employees have a general responsibility for safeguarding vulnerable groups including children in the course of their duties, and for ensuring that they are aware of the specific duties relating to their role.

If the post is one that requires a disclosure at any level from the Disclosure and Barring Service (DBS) as detailed on the Personnel Specification you are not entitled to withhold information about a previous conviction even if it is, for other purposes, spent under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.  The Council retains the right to request that a further disclosure is sought at any time, or at least on a 3 yearly basis.

Any criminal convictions, cautions and warnings obtained or undergone by any employee during or prior to employment are to be declared immediately.  Continued employment will be subject to any of the above being acceptable to the Council in relation to your work.  A failure to declare any of the above will result in a disciplinary investigation and may result in disciplinary action being taken against you.

Sandwell has a fair and non-discriminatory policy on the recruitment of ex-offenders.  A criminal record does not automatically render a person unsuitable for employment, but when working with Vulnerable Groups including children certain criminal convictions may conflict with the work.  We would carry out a risk assessment and may then meet with the applicant to discuss their offences or other relevant matters. 

Details with regards to our policy on the Secure Storage, Handling, Use, Retention and Disposal of Disclosures and Disclosure Information can be found under the following link:

Pages in "Equality in employment"

  1. Equality in employment
  2. Equality monitoring
  3. Job applicants charter
  4. Recruitment and employment of ex-offenders
  5. You are here Safeguarding vulnerable groups

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