Anti-Slavery and Human Trafficking Statement

Relevant Policies

The organisation operates the following policies/procedures that describe its approach to 
the identification of modern slavery risks and steps to be taken to prevent slavery and 
human trafficking in its operations: 
Whistleblowing Policy - The organisation encourages all its workers, customers, and other 
business partners to report any concerns related to the direct activities, or the supply chains 
of, the organisation. This includes any circumstances that may give rise to an enhanced risk 
of slavery or human trafficking. The organisation's whistleblowing procedure is designed to 
make it easy for workers to make disclosures, without fear of retaliation. Employees, 
customers, or others who have concerns can complete the Workforce Development and 
Training Whistleblowing report form. 
Employee Code of Conduct -This sets out expectations and principles for what Workforce 
Development and Training considers to be appropriate workplace behaviour. 
Safer Recruitment Policy -The organisation uses only specified, reputable employment 
agencies to source labour and always verifies the practices of any new agency it is using 
before accepting workers from that agency. All candidates are to bring with them 
documentary evidence of their right to work in the UK and their identity. Evidence should 
be as prescribed by UK Visas and Immigration and the Disclosure and Barring Service and 
can include a current driving licence or passport including a photograph, or a full birth 
certificate, and a document such as a utility bill or financial statement that shows the 
candidate's current name and address (please note that these latter two are time-limited 
and must be no more than 3 months old). Where appropriate, evidence should also include 
change of name documentation. Some form of photographic ID must be seen.

An offer of appointment to any successful candidate is conditional upon:
 

• Receipt of written references, covering the last 5 years of employment, confirmed by 
telephone where possible 
• Verification of the candidate’s identity 
• A basic, standard, or enhanced Disclosure and Barring Service check, depending on 
role, which includes a check of the Barred Lists, including an overseas 'Certificate of 
Good Conduct' or equivalent 
• Evidence of permission to work for those who are not nationals of a European 
Economic area country
• Verification of the candidate’s medical fitness through a health questionnaire 
• Verification of qualifications All checks will be: 
• Confirmed in writing 
• Documented and retained on the personnel file (subject to restrictions on the 
retention of information imposed by Disclosure and Barring Service regulations) 
• Followed up where they are unsatisfactory or where there are discrepancies in the 
information provided Corporate

Due Diligence