The information below details our recruitment policy
Equality and Diversity
Autism Initiatives does everything in its power to ensure the equal and fair treatment of individuals. The company will not tolerate any form of harassment, or any unjustifiable acts of discrimination on any grounds. All decisions on recruitment, selection, promotion, and career and personal development are based solely on job- or task-related objective criteria. Any individual found to be breaching this policy will be subject to our disciplinary and grievance procedures.
Autism Initiatives participates in the Disability Confident scheme. As a Disability Confident employer, we ensure that our recruitment process in inclusive and accessible. The standard question about disability on our online application helps to ensure that we always offer an interview to any disabled candidate who meets the minimum criteria for the post. This question also enables us to make any necessary adjustments to our interview arrangements and to the way in which the role is perform should a disabled applicant be successful.
Disclosure and Barring Service
Autism Initiatives fully complies with both codes of practice for the Disclosure and Barring Service (DBS), Disclosure Scotland and Access NI. You can find out more about this on their websites.
Investors in People
Autism Initiatives has for more than ten years been successfully assessed and recognised as continually meeting the requirements of the Investor in People standard framework.
We believe that continued learning and development is essential for you and the organisation, we offer a full range of opportunities for development from job specific core skills training through to all levels of National Vocational Qualifications.
At all levels in the organisation you are encouraged to develop your own skills which in turn ensures that the service we provide successfully meets the needs of people with ASC.
Autism Initiatives signed the Government’s Skills Pledge in 2009. This public commitment to support all our employees to develop their basic skills will enable them to work towards relevant and valuable qualifications.
We are making a commitment that we will:
- Actively encourage and support our employees to gain skills and qualifications that will help us meet the needs of our business, and will support their future employability.
- Further support our employees to acquire basic literacy and numeracy skills and work towards their first full Level 2 qualification.
- Demonstrably raise our employees’ skills and competencies to improve our organisational performance through investing in economically valuable training and development.
The purpose of the Skills Pledge is to ensure that all our staff are skilled, competent and able to make a contribution to the success of the organisation.
Policy Statement on the Recruitment of Ex-Offenders
As an organisation using the Criminal Records Bureau (CRB), Disclosure Scotland and Access NI services to assess applicants’ suitability for positions of trust, Autism Initiatives complies fully with their Codes of Practice. We undertake to treat all applicants for positions fairly, and not discriminate against applicants on the basis of conviction or other information revealed.
We will provide a copy of this policy and the Code to anyone who asks to see it.
We are committed to equality of opportunity, to following practices, and to providing a service which is free from unfair and unlawful discrimination. We ensure that no applicant or member of staff is subject to less favourable treatment on the grounds of offending background.
We actively promote the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. The selection of candidates for interview will be based on skills, qualifications and experience.
We encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We guarantee that this information will only be seen by those who need to see it as part of the recruitment process. Applicants will be made aware that they have applied for a position in a regulated service and as such must refer to a caution, reprimand and or conviction when asked about their criminal record.
At interview, or under separate discussion, we undertake to ensure an open and measured discussion on the subject of any offences or other matters that might be considered relevant for the position or work concerned. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
Having a criminal record will not necessarily bar people from working with us
This will depend on the nature of the position and the circumstances and background of the offences.
Employee case studies