Work for us

We are very aware at Mind in Croydon that people really are our main asset. Attracting the right recruits and retaining them is of paramount importance and ensures that our clients get the best possible service. The benefits we can offer are a flexible and genuinely family-friendly environment – many of our staff work part time, some job share and there are opportunities to take time off in lieu in order to fit the requirements of the job around one’s home life. A lot is talked of ‘home life balance’ – at Mind in Croydon this is a reality.

We always welcome applications from people with lived experience of mental health problems and make reasonable adjustments where this is necessary.

Training and Development

We have a highly trained human resources department which believes that good people management is essential. All staff receive a full induction programme in line with the new ‘Care Standards Act’. This involves both internal induction to all our projects and external visits to related agencies so that staff are familiar with our ‘partners’ within the borough of Croydon, and understand how we work with them. There are regular supervisions, appraisals and staff are fully trained and encouraged to become experts in their field. 

We have a number of policies to ensure we meet best practice guidelines generally. It is also our aim to actively encourage diversity in aspects such as ethnicity, age, and disability, to ensure that our staff complement our client group.

Disclosure and Barring Service Checks

We comply with the DBS Code of Practice and undertake to treat all applicants for positions fairly. We undertake not to discriminate unfairly against any subject of disclosure based on conviction or other information revealed. The organisation is committed to fair treatment of individuals and users of its services, regardless of age, race, religion or belief, creed, colour, ethnic origin, nationality, marital or parental status, sex, sexual orientation, disability or offending background.

We actively promote equality of opportunity for all with the right mix of talent, skills, and potential and welcome applications from a wide range of candidates, including those with criminal records. We select candidates for interviews based on their skills, qualifications, and experience.

Carrying out DBS checks is an important part of safeguarding and makes our recruitment decisions safer. Under The Rehabilitation of Offenders Act 1975 (Exceptions) Mind in Croydon can ask individuals about spent convictions. This is because, under the Police Act 1997 (Criminal Records) Regulations 2002, as amended by the Police Act 1997 (Criminal Records) (Amendment), anyone working with adults and children who will receive a health or social care service will need to have enhanced DBS check.

Where a Disclosure is to form part of a recruitment process, we encourage all applicants called for an interview to provide details of any criminal record at an early stage in the application process.

We request that this information is sent under separate, confidential cover to a designated person within the organisation. This information will only be seen by those who need to see it as part of the recruitment process. Unless the nature of the position allows us to ask questions about your entire criminal record we only ask about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.

We ensure that all those who are involved in the recruitment process, have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, i.e., the Rehabilitation of Offenders Act 1974.

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