Equal Opportunities Policy

July 02, 2019

Equal Opportunities Policy

1. The Fountain of Life Church is a Christian organisation committed to social justice and resolutely opposed to discrimination in society.  We are committed to providing services on a fair and equitable basis, regardless of race, ethnicity, religion, life-style, sex, sexuality, physical/mental disability, offending background or any other factor.  No person requiring services from The Fountain of Life Church will be treated less favourably than any other person on any grounds.
2. In employment and voluntary roles we actively seek to recruit with the right mix of talent, skills and potential, promoting equality for all, and welcome applications from a wide range of candidates.  We select all candidates for interview based on their skills, qualifications, experience and commitment to the values and purposes of the church.
3. As a church seeking to deliver services within a Christian context some posts, either employed or voluntary, can only be filled by Christians.  These posts are specified in the job description and are reviewed with each new posting.  The nature of these posts or the context in which they are carried out, and their link to the ethos of the church, give rise to a genuine occupational requirement (GOR) for the post-holders to be Christians.  All staff and volunteers in these posts are required to demonstrate a clear personal commitment to the Christian faith.  This policy is implemented under Employment and Race Directives issued by the government and ACAS guidance.
4. As a church using the Disclosure and Barring Service (DBS) Disclosure Service to assess applicants' suitability for positions of trust, The Fountain of Life Church undertakes to comply fully with the DBS Code of Practice and to treat all applicants for positions fairly.  It undertakes not to discriminate unfairly against any subject of disclosure on the basis of conviction or other information revealed.
5. A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned.  For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered a position. Volunteers will also be required to submit to the Disclosure process.

6. Where a Disclosure is to form part of a recruitment process, we encourage all applicants called for interview to provide details of any criminal record at an early stage in the application process.  We request that this information is provided under separate, confidential cover to the recruiter within the church and we guarantee that this information will only be seen by those who need to see it as part of a recruitment process.
7. Unless the nature of the position allows The Fountain of Life Church to ask questions about your entire criminal record, we only ask about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.
8. We ensure that all those in the church who are involved in the recruitment process have been suitably instructed to identify and assess the relevance of circumstances of offences.  We will also ensure that they have received appropriate guidance in the relevant legislation relating to the employment of ex-offenders e.g. the Rehabilitation of Offenders Act 1974.
9. At interview, or in separate discussion, we will ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position.  Failure to reveal information that is relevant to the position sought could lead to withdrawal of an offer of employment or voluntary work.
10. We make every subject of a DBS Disclosure aware of the existence of the DBS Code of Practice and make a copy available on request.
11. We undertake to discuss any matter revealed in a disclosure with the person seeking a paid or voluntary position before withdrawing a conditional offer of employment.
12. Having a criminal record will not necessarily bar you from working with us. It will depend on the nature of the position and the circumstances and background of your offences.