All recruitment and selection practises employed by Esh Group will be fair and objective, ensuring no applicant will experience less favourable treatment on the grounds of race, age, gender, disability, sexual orientation, religion or belief, marital or civil partnership status, gender reassignment, pregnancy and maternity, political or trade union membership, or spent offences.
It is policy of Esh Group to provide equal employment opportunities and consideration will be given to all suitably experienced and qualified applicants regardless of disability, gender, religion/belief, sexual orientation, gender reassignment, marital status, ethnicity or age.
The information you provide will be used solely for statistical analysis and will be treated as strictly confidential. However, you are not obliged to answer these questions but the more information you supply, the more effective our monitoring will be.
The Company is mindful of its responsibilities towards its clients, some of which are involved in working with children and vulnerable adults. Some clients therefore, require our employees and potential employees to obtain a Disclosure & Barring Service (DBS) disclosure. An Enhanced Disclosure will reveal details of cautions and criminal convictions; whether ‘spent’ or ‘unspent’ under the terms of the Rehabilitation of Offenders Act 1974. The Company has adopted the Code of Practice published by the Disclosure and Barring Service. This means that:
• Having a criminal record will not necessarily bar you from working with us. This will depend upon the nature of the position and the background of your offences.
• We will maintain confidentiality at all times and make sure that Disclosure information is only passed to those who need to receive it in the course of their duties.
All applicants are advised that it is in their best interest to reveal all such convictions.
Thank you for your assistance.
