LISA Safer Recruitment Policy

London Inclusion Sports Academy (LISA)

Safer Recruitment Policy

1. Purpose and Commitment

London Inclusion Sports Academy (LISA) is committed to safeguarding and promoting the welfare of children, young people, and vulnerable adults. We believe that safer recruitment is essential to prevent unsuitable individuals from working or volunteering within our organisation.

This policy outlines our approach to recruitment and selection to ensure that all those employed or engaged by LISA are safe, competent, and suitable for their roles, particularly when working directly or indirectly with children and young people.

2. Legal and Regulatory Framework

This policy complies with:

• Children Act 1989 and 2004
  
  

• Keeping Children Safe in Education (KCSIE) – 2024
  
  

• Working Together to Safeguard Children – 2023
  
  

• Safeguarding Vulnerable Groups Act 2006
  
  

• Rehabilitation of Offenders Act 1974
  
  

• Protection of Freedoms Act 2012
  
  

• Equality Act 2010
  
  

• Charity Commission guidance on safeguarding and recruitment
  
  

3. Scope of the Policy

This policy applies to all:

• Employees (permanent, temporary, part-time)
  
  

• Volunteers
  
  

• Freelancers and sessional workers
  
  

• Trustees
  
  

• Contractors and agency staff
  
  

• Anyone representing LISA at events or working with participants
  
  

4. Key Principles of Safer Recruitment

We commit to:

• Ensuring the safeguarding and welfare of children and vulnerable individuals is a top priority.
  
  

• Using robust recruitment and vetting practices for all roles.
  
  

• Adopting a fair, consistent, and legally compliant process.
  
  

• Making decisions based on merit, suitability, and safeguarding risk.
  
  

5. Safer Recruitment Procedures

5.1 Job Descriptions and Person Specifications

• All roles will have clear, up-to-date job descriptions.
  
  

• Person specifications will outline essential and desirable criteria, including attitudes towards safeguarding and inclusion.
  
  

5.2 Advertising

• Job advertisements will include our commitment to safeguarding and promoting equality.
  
  

• All adverts will state that a Disclosure and Barring Service (DBS) check and satisfactory references are required.
  
  

5.3 Application Process

• All applicants must complete a standard application form (CVs alone will not be accepted).
  
  

• The form will ask for:
  
  

  • Full employment history (with any gaps explained)
    
    

  • Details of references
    
    

  • Declaration of any unspent criminal convictions
    
    

  • Consent to a DBS check (for relevant roles)
    
    

5.4 Shortlisting

• Shortlisting will be based on essential criteria only.
  
  

• Gaps in employment or inconsistencies in applications will be noted and addressed during interviews.
  
  

5.5 Interviews

• Interviews will explore:
  
  

  • Relevant experience and qualifications
    
    

  • Attitudes and values, especially in relation to safeguarding, inclusion, and working with children
    
    

  • Any gaps or concerns from the application
    
    

• At least one interview panel member will be trained in safer recruitment.
  
  

5.6 Pre-Appointment Checks

For roles involving contact with children, young people or vulnerable groups, we will conduct:

• Enhanced DBS check (with barred list check, if applicable)
  
  

• Two references, one from the most recent employer
  
  

• Identity check (photo ID and address)
  
  

• Right to work in the UK
  
  

• Qualifications check, where applicable
  
  

• Additional checks for candidates who have lived or worked outside the UK
  
  

No one will begin unsupervised work until all checks are complete and satisfactory.

6. Volunteers

• Volunteers will be recruited using the same standards of safer recruitment as paid staff.
  
  

• A role description, interview, DBS check (if applicable), and reference checks will be required.
  
  

• Volunteers will undergo an induction and training appropriate to their role and risk level.
  
  

7. Agency and Third-Party Staff

• We will ensure that any third-party agency supplying staff:
  
  

  • Follows equivalent safer recruitment procedures.
    
    

  • Provides written confirmation that all checks have been completed.
    
    

8. Induction and Training

All new staff, volunteers, and trustees will:

• Receive a full safeguarding induction, including the Code of Conduct and Safeguarding Policy.
  
  

• Sign a declaration confirming understanding of key policies.
  
  

• Undergo mandatory safeguarding training appropriate to their role.
  
  

9. Ongoing Monitoring and Reviews

• Staff and volunteers are required to report any concerns about their own or others' conduct.
  
  

• We will review criminal record checks every three years, or earlier if needed.
  
  

• Staff will be re-vetted if moving to a role with greater safeguarding responsibility.
  
  

10. Policy Review

This policy will be:

• Reviewed annually or after any incident or legislative change.
  
  

• Approved by the Board of Trustees.
  
  

11. Breaches of Policy

Failure to follow this policy or to disclose relevant information may result in disciplinary action, up to and including dismissal or removal from voluntary/trustee positions.

Signed:

Chair of Trustees
London Inclusion Sports Academy
Date: [Insert Date]