data that is held on them and rights to claim for damages if various offences occur. This covers manual as well as computerised records. In implementing the legislation, Southdown adopts a simple and straightforward policy that is, so far as is possible, easy to understand and unambiguous in its application. This is best achieved by adopting the principles of openness, which will, in turn, contribute to the fostering of open and honest management. The Association should not keep on record any information, opinion or judgement that we would not be comfortable showing to its subject and explaining and justifying if called upon to do so. Application Records Applicant records will only be made available to appropriate persons involved in the selection process. Details will be stored securely at all times. Where individuals have not been successful, applicant records will be held for a period of twelve months. Diversity and Equality Monitoring Form This is destroyed after twelve months whether the – applicant is successful or not. Diversity & Equality At Southdown, we pride ourselves on creating a culture that challenges prejudice and values diversity. We are committed to ensuring that all staff and service users feel welcome and are not discriminated against or treated unfairly. We recognise that certain groups and individuals in society are disadvantaged because of discrimination experienced as a result of, race, nationality, belief or religion, physical or mental disability, health status, marital status, sex, sexuality, trade union activity, caring responsibilities, criminal convictions unrelated to the job, age or class. Southdown believes that such direct or indirect discrimination is wrong and will ensure that the policies and practices of the Association in recruitment provide equal treatment for everyone. Adherence to our Diversity and Equality Policy is a condition of service for staff, and a copy of the policy is given to all staff and job applicants. All managers are trained in anti-discriminatory recruitment practice. The diversity of our staff is monitored to ensure we continue to represent the diversity of the local communities. We are accredited by several national bodies for recruiting staff to best practice standards including Investors in People, Stonewall, Mindful Employer, Positive about Disabled People and Stonewall. EX-OFFENDERS & THE RECRUITMENT PROCESS
data that is held on them and rights to claim for damages if various offences occur. This covers manual as well as computerised records. In implementing the legislation, Southdown adopts a simple and straightforward policy that is, so far as is possible, easy to understand and unambiguous in its application. This is best achieved by adopting the principles of openness, which will, in turn, contribute to the fostering of open and honest management. The Association should not keep on record any information, opinion or judgement that we would not be comfortable showing to its subject and explaining and justifying if called upon to do so. Application Records Applicant records will only be made available to appropriate persons involved in the selection process. Details will be stored securely at all times. Where individuals have not been successful, applicant records will be held for a period of twelve months. Diversity and Equality Monitoring Form – This is destroyed after twelve months whether the applicant is successful or not. Diversity & Equality At Southdown, we pride ourselves on creating a culture that challenges prejudice and values diversity. We are committed to ensuring that all staff and service users feel welcome and are not discriminated against or treated unfairly. We recognise that certain groups and individuals in society are disadvantaged because of discrimination experienced as a result of, race, nationality, belief or religion, physical or mental disability, health status, marital status, sex, sexuality, trade union activity, caring responsibilities, criminal convictions unrelated to the job, age or class. Southdown believes that such direct or indirect discrimination is wrong and will ensure that the policies and practices of the Association in recruitment provide equal treatment for everyone. Adherence to our Diversity and Equality Policy is a condition of service for staff, and a copy of the policy is given to all staff and job applicants. All managers are trained in anti-discriminatory recruitment practice. The diversity of our staff is monitored to ensure we continue to represent the diversity of the local communities. We are accredited by several national bodies for recruiting staff to best practice standards including Investors in People, Stonewall, Mindful Employer, Positive about Disabled People and Stonewall. EX-OFFENDERS & THE RECRUITMENT PROCESS
JD%20-%20Housing%20Data%20Systems%20Coordinator%20-%20Apr%2016.docx