About this policy
This policy sets out our approach to fair volunteer recruitment and the avoidance of discrimination at work for volunteers. This policy does not form part of any employee’s contract of employment and we may amend it at any time.
Fair volunteer recruitment
The Apples & Pears Foundation is committed to promoting equal opportunities in voluntary work. You and any volunteer will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (“Protected Characteristics”).
The following forms of discrimination are prohibited under this policy and are unlawful:
- Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because they might be gay.
- Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.
- Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Anti-harassment and Bullying Policy.
- Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.
- Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
- Discrimination on the basis of conviction: unfairly discriminating on the basis of a conviction or other information revealed by a criminal record check.
Use of Disclosure and Barring Service checks
As an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order (“Order”) using criminal record checks processed through the Disclosure and Barring Service (“DBS“), The Apples & Pears Foundation (“Apples & Pears“) complies fully with the DBS Code of Practice (a copy of which is available on request).
Apples & Pears can only ask an individual to provide details of convictions and cautions that we are legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested, we can only ask an individual about convictions and cautions that are not “protected” as defined by the Order. For more details and guidance on the relevant legislation relating to the employment of ex-offenders and use of criminal records checks, please see the Disclosure and Barring Service website:
An application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. In relation to any matters revealed by a criminal records check, we will ensure that:
- an open and measured discussion takes place on the subject of any offences or other matters that might be relevant to the position; and
- those involved in the recruitment process and decision are suitably trained (or have received the appropriate guidance) in relation to the relevant legislation relating to the employment of ex-offenders and in relation to identifying and assessing the relevance and circumstances of offences.
A criminal record will not automatically prevent you from becoming a volunteer.
Volunteers should note that Apples & Pears may share their DBS certificate details with our partner schools to comply with applicable law and regulation.