Recruitment Policy

Recruitment Good Practice

Our recruitment procedures are fair, legal and ethical with specific regard to actively promoting diversity and inclusion within the workplace. We exercise recruitment good practice no matter what role.

In 2014 we also signed up to the Good Recruitment Charter which is a cornerstone of the Good Recruitment Campaign. This campaign was created by businesses for businesses and stresses the vitality of ensuring that good practice prevails throughout the resourcing process. The Good Recruitment Charter mirrors the Club’s standards and existing approach to recruitment.





Offers will be made subject to and conditional on:

The receipt of references which the Club considers to be satisfactory from referees nominated by the candidate (one of whom should be from their current or most recent employer).
The receipt of a form of documentation that satisfies the Club that the candidate has the right to work in the UK under the Asylum and Immigration Act.
The receipt of the candidate’s P45 or completed P46
Disclosure prior to commencement of employment/work with the Club, via a self-declaration form, criminal convictions, cautions, warnings or final reprimands that are not spent or protected in accordance with Rehabilitation of Offenders Act 1974 (Exceptions Order) 1975 and Protection of Freedoms Act 2012.
Criminal record checks are required for specific roles in the Club including those who work with children, young people, adults at risk and financial data. Criminal record checks will need to be undertaken as soon as possible and be satisfactory to the Club. The Club reserves the right to withdraw any offer of employment prior to commencement of service or disciplinary action and/or the Club may give notice to terminate employment should the candidate fail the checks or demonstrate unreasonable refusal to undergo this process.
Please note that for certain roles the individual may be required to undergo a medical prior to employment being confirmed.

Disability

The Club is a Disability Confident Leader. It actively welcomes applications from people with disabilities and long-term health conditions.

If you need disability-related adjustments to the recruitment process, please indicate this on your application form (under Equal Opportunities).

If you are likely to meet the definition of being a ‘disabled person’ according to the Equality Act 2010, we will offer you an interview if you meet the minimum criteria for a role.

Please choose the option of a guaranteed interview on your application form (under Equal Opportunities).

The information you share with us about your health or disability will not be used in recruitment decisions.

Equality and Diversity

The Arsenal for Everyone initiative celebrates the diversity of the Club and its supporters. The campaign ensures that everybody connected with Arsenal feels an equal sense of belonging - whatever their age, disability, gender (including transgender identity), race (including ethnicity or national origin) or sexual orientation; and whether they are a carer, a parent, married or in a civil partnership, pregnant or have just had a baby.

Arsenal for Everyone helped the Club become the first professional football club to achieve the Advanced Level of the Equality Standard, a framework for Premier League Clubs to help with their equality and diversity practices.

The values Arsenal for Everyone represents are at the heart of our recruitment policy and our people strategy.



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