Konect Electrical Services Ltd is committed to ensuring that we fulfil our obligations to operate fairly and in accordance with all relevant laws and guidelines.

It is our aim that no employee or potential employee shall be discriminated against on grounds of gender, race or disability.  Konect Electrical Services Ltd also promotes the concept of equal opportunity to include discrimination on grounds of religious or political beliefs or sexual orientation.

Our policy is regularly monitored.  It will be reviewed regularly and amended as necessary.

1. Objectives

To ensure that the talents and resources of employees are utilised to the full and that no job applicant or employee receives less favourable treatment on the grounds of sex, handicap, marital status, creed, social class, colour, race or ethnic origins or is disadvantaged by conditions or requirements which cannot be shown to be relevant to performance.

2. Policy

To this end, Konect Electrical Services Ltd will:

2.1 Fulfil its social responsibility towards its employees and the communities in which it operates.

2.2 Recognise its legal obligations under the Race Relations Act, the Equal Opportunities Act, the Equal Pay Act and the Disabled Persons Employment Act.

2.3 Review periodically its selection criteria and procedures to maintain a system where individuals are selected, promoted and treated solely on the basis of their merits and abilities which are appropriate to the job.

2.4 Seek to give all employees equal opportunity and encouragement to progress within the organisation by implementing the ongoing action programme.

2.5 Distribute and publicise this policy statement throughout the company and elsewhere as is from time to time appropriate.

2.6 Provide facilities for any employee who believes that inequitable treatment has been applied to him or her within the scope of this policy to raise the matter through the appropriate grievance procedure.

2.7 Provide within the action programme, to all employees, training which may improve their prospects within the company and which will enhance employees’ understanding of the need for an equal opportunity programme.

3. Responsibilities

3.1 The overall responsibility for monitoring the effectiveness of this policy and for implementing an ongoing programme of action to make the policy fully operative is vested in the directors.

3.2 It is the responsibility of all employees to accept their personal involvement in the practical application of this policy although specific responsibility falls upon management, supervision and staff professionally involved in recruitment, employee administration and training.

Karl Oultram

Company Director

1st September 2011