Category: Safeguarding and policies

Safeguarding Policy

Pear Education is committed to safeguarding and promoting the welfare of children and young people and expects all staff and candidates to share this commitment. Pear Education strictly adheres to the recruitment and vetting checks that must be made on all people who work with children and young people. These requirements are incorporated into Pear Education’s compliance and vetting procedure as specified by the DfE Safeguarding and Safer Recruitment in Education document. Pear Education also adheres to the specific duties and responsibilities for an employer in relation to barred persons and the sharing of information about individuals to the DBS.


Before supply a candidate to a school Pear Education has:


1    Undertaken a face to face interview with the applicant

2    Confirmed the true identity in line with acceptable documents by the

Disclosure and Barring Service (previously known as the Criminal Records Bureau)

3    Confirmed the address with an independent documents

4    Confirmed the right to work in the UK

5    Confirmed the authenticity and ownership of all qualifications

6    Confirmed the status for completion of the statutory induction period

7    Confirmed QTS and check for any active restrictions using Employer Access for all teachers (updated annually)

8    Checked the Prohibited list

9    Confirmed Overseas-Trained teacher hold UK NARIC and are equivalent to a British Teaching Degree or a PGCE

10  Obtained an DBS Certificate or verified a valid DBS Certificate online

using the Update Service (updated annually)

11   Update Service (updated annually)

12   Obtained an Overseas Police Check for all candidates from abroad

13   Any worker who will be working with children under eight are asked to

complete a Disqualification by Association form

14   Given applicants the opportunity (both verbally and in writing) to

declare any convictions, cautions or reprimands, warnings or bind-overs which have occurred including any that would be regarded as spent subject to filtering

15   Conducted a risk assessment for any applicant with disclosures on the CRB or Overseas Police Check

16   Conducted a Barred List Check on all surnames used (updated annually)

17   Checked they are medically fit to work

18   Received and verified two satisfactory references covering the past 24


19   Verified gaps in work history


If additional information is shown on the applicant’s DBS or there is an active restriction against the applicant the school will be notified immediately and the additional information will be faxed to a secure number.


A copy of all documentation provided by candidates at registration are kept on file and schools are sent the full vetting and compliance clearance ahead of the candidate arriving at school. Should you require copies or clarification on any of the above please contact your consultant.


Candidate Expectations


Pear Education expects all candidates to fulfil their duty to keep young people safe. At registration candidates are required to agree to our safeguarding procedure and are provided with a copy of our Child Protection Policy which clearly outlines how to ensure a safe environment for children to learn.

Pear+ Explained

Pear+ is a 10 step selection and recruitment policy which assures compliance and safeguarding.

Complaints Policy

Pear Education is committed to providing a high level service to our customers. If you do not receive satisfaction from us we need you to tell us about it. This will help us to improve our standards.


Complaints Procedure

If you have a complaint, please contact Ryan Lee, Senior Consultant by phone 0208 432 0827 in the first instance so that we can try to resolve your complaint informally.


At this stage, if you are not satisfied please contact Tyne Hamer, Managing Consultant. You can write to her at:


Pear Education Ltd The Corner House 2 Grove Park Wanstead E11 2DL


Next steps


-            We will send you a letter acknowledging your complaint and asking you to confirm or explain the details set out. We will also let you know the name of the person who will be dealing with your complaint. You can expect to receive our letter within 5 days of us receiving your complaint.


-            We will record your complaint in our central register within a day of having received it.


-            We will acknowledge your reply to our acknowledgment letter and confirm what will happen next. You can expect to receive our acknowledgement letter within 5 days of your reply.


-            We will then start to investigate your complaint. This will normally involve the following steps;


We may ask the member of staff who dealt with you to reply to your complaint within 5 days of our request;


We will then examine the member of staff’s reply and the information you have provided for us. If necessary we may ask you to speak to them. This will take up to 4 days from receiving their reply.


-            Tyne will then invite you to meet her to discuss and hopefully resolve your complaint. She will do this within 5 days of the end of our investigation.


-            Within 2 days of the meeting Tyne will write to you to confirm what took place and any solutions she has agreed with you.


If you do not want a meeting or it is not possible, Tyne will send you a detailed reply to your complaint. This will include her suggestions for resolving the matter. She will do this within 5 days of completing her investigation.


-            At this stage, if you are still not satisfied you can write to the REC, our trade association of which we are a member marked for the attention of the Consultancy and Compliance Team, REC, Dorset House, 1st Floor, 27 – 45 Stamford Street, London, SE1 9NT.


If we have to change any of the time scales above, we will let you know and explain why.


NOTE: In any event, we will comply with any statutory procedures that may relate to your complaint.

Equality & Diversity Policy

Pear Education embraces diversity and aims to promote the benefits of diversity in all of our business activities. We seek to develop a business culture that reflects that belief. We will expand the media in which we recruit to in order to ensure that we have a diverse employee and candidate base. We will also strive to ensure that our clients meet their own diversity targets.

Pear Education is committed to diversity and will promote diversity for all employees, workers and applicants. We will continuously review all aspects of recruitment to avoid unlawful

discrimination. Pear Education will treat everyone equally and will not discriminate on the grounds of an individual’s protected characteristics under the Equality Act 2010 (the Act) which are age, disability, gender re- assignment, marriage and civil partnership, pregnancy and

maternity, race, religion or belief, sex and sexual orientation. We will not discriminate on the grounds of an individual’s membership or non- membership of a Trade Union. All staff have an obligation to respect and comply with this policy. Pear Education is committed to providing training for its entire staff in equal opportunities and diversity. Pear Education will avoid

stipulating unnecessary requirements which will exclude a higher proportion of a particular group of people and will not prescribe discriminatory requirements for a role.

Pear Education will not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Pear Education will ensure that each candidate is assessed in accordance with the candidate’s merits, qualifications and ability to perform the relevant duties for the role.




Under the Act unlawful discrimination occurs in the following circumstances:


Direct discrimination


Direct discrimination occurs when an individual is treated less favourably because of a protected characteristic. Treating someone less favourably means treating them badly in comparison to others that do not have that protected characteristic. It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected characteristic:


1   in the terms on which the recruitment consultancy offers to provide any of its services;

2   by refusing or deliberately omitting to provide any of its services;

3   in the way it provides any of its services.


Direct discrimination can take place even if the individual does not have the protected

characteristic but is treated less favourably because it is assumed he or she has the protected characteristic or is associated with someone that has the protected characteristic.

Direct discrimination would also occur if a recruitment consultancy accepted and acted upon instructions from an employer which states that certain persons are unacceptable due to a protected characteristic, unless an exception applies. The Act contains provisions that permit specifying a requirement that an individual must have a particular protected characteristic in order to undertake a job.


These provisions are referred to as occupational requirements.

Where there is an occupational requirement then the client must show that applying the requirement is a proportionate means of achieving a legitimate aim, i.e. the employer must be able to objectively justify applying the requirement.

An occupational requirement does not allow an employer to employ someone on less

favourable terms or to subject a person to any other detriment. Neither does an occupational

requirement provide an excuse against harassment or victimisation of someone who does not have the occupational requirement.


Indirect Discrimination


Indirect discrimination occurs when a provision, criterion or practice (PCP) is applied but this results in people who share a protected characteristic being placed at a disadvantage in comparison to those who do not have the protected characteristic. If the PCP can be objectively justified it will not amount to discrimination.

Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer.

If the vacancy requires characteristics which amount to an occupational requirement or the instruction is discriminatory but there is an objective justification, Pear Education will not proceed with the vacancy unless the client provides written confirmation of the occupational requirement, exception or justification.

Pear Education will use best endeavours to comply with the Act and will not accept instructions from clients that will result in unlawful discrimination.




Under the Act, harassment is defined as unwanted conduct that relates to a protected

characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.

This includes unwanted conduct of a sexual nature.

Pear Education is committed to providing a work environment free from unlawful harassment.

Pear Education will ensure that the consultants do not harass any individual. Examples of

prohibited harassment are:


1   verbal or written conduct containing derogatory jokes or comments;

2   slurs or unwanted sexual advances;

3   visual conduct such as derogatory or sexually orientated posters;

4   photographs, cartoons, drawings or gestures which some may find offensive;

5   physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected characteristic basis;

6   threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favours;

7   retaliation for having reported or threatened to report harassment.


If an individual believes that they have been unlawfully harassed, they should make an immediate report to Tyne Hamer followed by a written complaint as soon as possible after the incident. The details of the complaint should include:


1   Details of the incident

2   Name(s) of the individual(s) involved

3   Name(s) of any witness(es)


Pear Education will undertake a thorough investigation of the allegations. If it is concluded that harassment has occurred, remedial action will be taken.

All employees and workers will be expected to comply with Pear Education’s policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary action.


Any individual who Pear Education finds to be responsible for harassment will be subject to the disciplinary procedure and the sanction may include termination.




Under the Act victimisation occurs when an individual is treated unfavourably because the he/she has either done has done, a protected act which is bringing a claim for unlawful discrimination or raising a grievance about discrimination or giving evidence in respect of a complaint about discrimination.

Pear Education will ensure that the consultants do not victimise any individual.


Disabled Persons


Discrimination occurs when a person is treated unfavourably as a result of their disability.


In direct discrimination occurs where a provision, criterion or practice is applied by or on behalf of an employer, or any physical feature of the employer’s premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled.

In recruitment and selection there may be a requirement to make reasonable adjustments. For example, it might be necessary to have different application procedures for partially sighted or blind applicants that enable them to use Braille. With testing and assessment methods and procedures, tests can only be justified if they are directly related to the skills and competencies required for the job. Even then, it might be appropriate to have different levels of acceptable test results, depending on the disability. For example, an applicant with a learning disability might need more time to complete a test, or not be expected to reach the same standard as other non-disabled applicants. Reasonable adjustments in recruiting could include:


1   modifying testing and assessment procedures;

2   meeting the candidate at alternative premises which are more easily accessible;

3   having flexibility in the timing of interviews;

4   modifying application procedures and application forms;

5   providing a reader or interpreter.


Wherever possible Pear Education will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled employees and workers. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances.


Pear Education will not discriminate against a disabled person:


1   in the arrangements i.e. application form, interview or arrangements for selection for determining whom a job should be offered; or

2   in the terms on which employment or engagement of temporary workers is offered; or

by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability; or

3   in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not affording him or her any such opportunity; or

by subjecting the individual to any other detriment (detriment will include refusal of

training or transfer, demotion, reduction of wage, or harassment).

Pear Education will make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates and clients.


Age Discrimination


Under the Act, it is unlawful to directly or indirectly discriminate against or to harass or victimise a person because of age. Age discrimination does not just provide protection for people who are older or younger. People of all ages are protected.


A reference to age is a reference to a person’s age group. People who share the protected characteristic of age are people who are in the same age group.

Age group can have various references:


1   Under 21s

2   People in their 40s

3   Adults


Pear Education will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age. We will encourage clients not to include any age criteria in job specifications and every attempt will be made to encourage clients to recruit on the basis of competence and skills and not age.


Pear Education is committed to recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions regardless of age.


No age requirements will be stated in any job advertisements on behalf of the company.


If Pear Education requests age as part of its recruitment process such information will not be used as selection, training or promotion criteria or in any detrimental way and is only for compilation of personal data, which the company holds on all employees and workers and as part of its equal opportunities monitoring process. In addition if under age 22 to adhere to Conduct of Employment Agencies and Employment Business Regulations 2003 and other relevant legislation applicable to children or young candidates.


Where a client requests age or date of birth, this will have to be under an occupational requirement or with an objective justification which should be confirmed in writing.


Part-Time Workers


This policy also covers the treatment of those employees and workers who work on a part-time basis, Pear Education recognises that it is an essential part of this policy that part time employees are treated on the same terms, with no detriment, as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave and access to our pension scheme. Pear Education also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations.


Gender Reassignment Policy


Pear Education recognises that any employee or worker may wish to change their gender during the course of their employment with the Company.

Pear Education will support any employee or worker through the reassignment.

Pear Education will make every effort to try to protect an employee or worker who has undergone, is undergoing or intends to undergo gender reassignment, from discrimination or harassment within the workplace.


Where an employee is engaged in work where the gender change imposes genuine problems Pear Education will make every effort to reassign the employee or worker to an alternative role in the Company, if so desired by the employee.


Any employee or worker suffering discrimination on the grounds of gender reassignment should have recourse to the Company’s grievance procedure.


Recruitment of Ex-offenders


Where Pear Education has registered with the Disclosure and Barring Service (DBS) and has the authority to apply for criminal records checks on individual because they are working with children or vulnerable adults or both, we will comply with the DBS’s Code of Practice which includes having a policy on the recruitment of ex-offenders.


Complaints & Monitoring Procedure


Pear Education has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. These are available from Tyne Hamer and will be made available immediately upon request. Any discrimination complaint will be investigated fully.

Customer Service Policy

Pear Education Ltd is a member of the Recruitment and Employment Confederation (REC) and adheres to their Code of Professional Practice.


Pear Education Ltd Customer Service Policy Statement


At Pear Education Ltd we endeavour to provide you with the best possible service at all times.

If you would like to make any comments, suggestions, raise a query or make a complaint about the service you have received, please contact us, our contact details are set out below. We will respond to your query within 3 – 5 working days.

This policy will be kept up to date, to reflect changes in the nature and size of the business.

To ensure this, the policy and its effectiveness will be reviewed annually.




All recruitment consultants will be trained in customer service standards; will exhibit customer friendly service skills; and be knowledgeable, professional and courteous in meeting the needs of our customers.




We Pear Education Ltd will return all phone calls and emails received from clients and

registered candidates and applications in respect of specific vacancies within agreed timescales. Where we are unable to meet this agreement we will inform you of this as soon as possible and agree a new deadline.




As part of our commitment to upholding professional standards, we will review our policies annually to ensure that they continue to meet business needs and the Recruitment and

Employment Confederation’s Code of Professional Practice; and that they are consistently applied to all our customers.




Pear Education Ltd seeks fair, just and prompt solutions when possible to any complaints and appeals. All such issues should be directed to the Managing Director in the first instance, where they will be acknowledged and directed to the attention of the appropriate person. A complaints process is in place for any disputes; copies are available from our offices or in the Pear Education website.


Access to Information


We comply fully with the provisions of the Data Protection Act 1998. Any personal or confidential information held by us about a client or work seeker is fully accessible to that person or body for review or editing by contacting the Managing Director.


Reduce Bureaucracy


Wherever possible, without compromising our legal requirements and professional standards we strive to reduce the burden of unnecessary paperwork.


How to Contact Us



0208 432 0827


0845 474 8547




Pear Education Ltd

The Corner House

2 Grove Park


London E11 2DL