The aims of the School's recruitment policy are to:

• ensure that the best possible staff are recruited on the basis of their merits, abilities and suitability for the position;
• ensure that all job applicants are considered fairly, equally and consistently;
• ensure that no job applicant is treated unfairly or unlawfully on the grounds of race, colour, nationality, ethnic or national origin, religion or religious belief, sex, sexual orientation, marital or civil partner status, disability or age;
• ensure compliance with all relevant legislation, recommendations and guidance, including the statutory guidance published by the Department for Education (DfE), Keeping Children Safe in Education (KCSIE), and other relevant safeguarding and safer recruitment guidance;
• ensure that the School meets its commitment to safeguarding and promoting the welfare of children and young people through robust pre-employment checks and safer recruitment practices and procedures.

All applicants undergo a rigorous safer recruitment and reference verification process designed to support the safety and security of our students. This includes appropriate identity, employment history, reference, criminal record and other relevant pre-employment checks. The checks undertaken reflect the applicant's circumstances, including the countries in which they have lived and worked, and are conducted in accordance with applicable requirements and guidance.

Where appropriate, applicants who are based in, or have previously lived or worked in, the United Kingdom are subject to the relevant International Child Protection Certificate (ICPC) and/or other applicable criminal record checks. Applicants who have lived or worked outside the UK may be required to provide appropriate criminal record or police clearance documentation from the relevant country or countries, in accordance with the School's safer recruitment procedures.

For UK-qualified individuals, the School verifies relevant Teaching Regulation Agency records, including QTS status and whether the individual is subject to a prohibition order. For senior leadership and management appointments, the School also undertakes the relevant checks to establish whether an applicant is prohibited from participating in the management of an independent school.

The School reserves the right to undertake any additional checks considered necessary to establish an applicant's suitability to work with children and young people.