When people talk about a “clean” Enhanced DBS check, it’s often with a tone of relief, as if a box has been ticked and a risk has been avoided. In recruitment, especially across regulated sectors like social housing, care, and support work, it can seem like an obvious safety net. But here’s the uncomfortable truth: a clean Enhanced DBS isn’t always a sign of character and a flagged DBS isn’t always a red flag.
From my perspective as a recruitment consultant working closely with housing providers and support services, it’s time to challenge how we interpret DBS checks and, more importantly, how we respond when they aren’t “clean.”
The DBS is a Tool - Not a Personality Test
The Disclosure and Barring Service exists to protect people, particularly vulnerable groups from harm. No one disputes its value in flagging serious concerns or identifying repeat patterns of behaviour that pose real safeguarding issues. But what we risk forgetting is that the DBS system doesn't tell the full story. It tells you if someone was charged or convicted. It does not tell you who they are today.
I’ve seen candidates dismissed before their story could be heard, not because they posed any real risk, but because a blanket policy said “no” to anyone with a past. We need to be brave enough to look beyond the piece of paper, and ask: what was the context? What have they done since? Who are they now?
Because when you do take the time to dig deeper, you often find strength, growth, and empathy qualities you simply cannot train into someone.
We also need to acknowledge a crucial truth: many of those with a criminal record are not repeat offenders. In fact, research shows that reoffending rates drop significantly when people are supported with housing, employment, and a network that believes in their rehabilitation. For many, their conviction was the result of a single mistake, often made during a period of chaos, crisis, or trauma and it may be many years in the past. These individuals are not “high risk.” In many cases, they’re exactly the people who want to give back, stay on the right path, and break the cycle, for themselves and for others.
And let’s be honest: we are all one bad decision away from a very different life. Whether it’s drink driving, a fight on a night out, or an impulsive act made under pressure, how many people would have a “clean” record if they’d been caught in their lowest moment? If the police had been called just one minute sooner? The truth is, the line between “offender” and “non-offender” is far thinner than many want to believe. It’s often about circumstances, not character.
That’s why we need to humanise what a DBS record represents and stop treating it as the whole story.
Lived Experience in the Workplace: More Than Just Tenant Involvement
In recent years, the social housing sector has made great strides in including lived experience in shaping services. We’ve seen more co-production, more tenant voice initiatives, and more scrutiny panels being guided by those who use the services themselves.
But when it comes to employment, particularly for those with lived experience of the criminal justice system, we’re still far behind.
Why should this stop at tenant involvement? Why do we celebrate service users becoming involved in policy and process, but freeze when those same individuals apply to join the support teams?
People who’ve been through the justice system, who have overcome addiction, homelessness, or exploitation, are uniquely placed to connect with and support those going through it now. They understand. They speak the language. They come with a level of credibility and authenticity no training course can offer.
They’re not just hiring risks. They’re role models in waiting.
Some of the most impactful frontline workers I’ve met are those who’ve been service users themselves. They know what it feels like to fall through the cracks. They bring compassion without pity, empathy without condescension. Their journey allows them to spot early warning signs others might miss, because they’ve lived them. It’s a powerful thing.
Yet these candidates are often shut out, not for lack of skill or commitment, but because of fear. Because of a tick box. Because of a conviction that may have happened 5, 10, even 20 years ago.
From a Recruiter’s Perspective: Risk and Opportunity
I’m not naive. There are roles where certain convictions may rightly disqualify someone from working especially where safeguarding thresholds are non-negotiable. But those cases are far fewer than we tend to believe.
Too often, I see housing organisations adopt blanket policies — “we don’t hire anyone with an unspent conviction” or “DBS must be clean to apply.” These policies are born from fear, not evidence. And they cause us to miss out on some of the most committed, compassionate, and capable individuals.
As recruiters, we need to be better. That starts with:
- Contextualising convictions — understanding not just what happened, but when, why, and what’s changed since.
- Advising clients with courage — pushing back on risk-averse defaults and championing inclusive hiring practices.
- Creating fairer processes — including the opportunity for candidates to explain their DBS disclosures before rejection.
We also need to start asking ourselves: what message does it send when we automatically disqualify someone who has already been punished by the justice system? We’re essentially saying, “You’ve served your sentence, but you’ll never be trusted again.”
That’s not safeguarding, that’s stigma.
And the reality is, the safest teams aren’t always those with the “cleanest” records, they’re the ones built on trust, diverse experiences, and a shared sense of purpose. The irony is, the people who’ve had the hardest journeys are often the most resilient, loyal, and driven team members you’ll ever hire.
A Personal Reflection
For me, this is more than policy or process. It’s about dignity and hope. I’ve sat with candidates who’ve rebuilt their lives after prison, determined to give something back. I’ve placed individuals who once felt unemployable and watched them thrive in roles where they now help others walk the same path they once did.
We talk a lot about representation in recruitment, and rightly so. But lived experience of the justice system is still the last taboo in many organisations. It shouldn’t be.
Social housing is about providing a foundation for people to rebuild. How powerful would it be if the very people offering that foundation were those who had once needed it themselves?
If we only ever recruit the “safest” CVs, we miss the chance to change lives, both for the candidate and the service users they support.
This is not about lowering standards. It’s about recognising that people are more than their worst mistake. It’s about seeing the potential in someone who has already shown extraordinary courage to turn their life around.
Let’s not let Enhanced DBS checks be the end of the conversation. Let them be the start of one, one that leads to real inclusion, genuine second chances, and a sector that truly reflects the resilience of the communities it serves.
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Contact Us
If you or your team ever need our support or expertise, please do not hesitate to reach out. I’m here to help.
Kim Parsons
Phone: 0121 798 0498
Mobile: 0770 015 7018
Email: kim@avalonhousing.co.uk
