Equal Opportunities

At Kings Secure Technologies we aim to be an equal opportunities employer and we are determined to ensure that no applicant or employee receives less favourable treatment on the grounds of gender, age, disability, religion, belief, sexual orientation, marital status, or race, or is disadvantaged by conditions or requirements which cannot be shown to be justifiable.

As a company we will;

  • Assess Candidates for employment or promotion objectively against the requirements for the job, taking account of any reasonable adjustments that may be required for candidates with a disability. Disability and personal or home commitments will not form the basis of employment decisions except where necessary.
  • Advertise Vacancies to a diverse selection of the labour market. Advertisements shall avoid stereotyping or using wording that may discourage particular groups from applying.
  • Not ask Job applicants about health or disability before a job offer is made, except in very limited circumstances allowed by law: for example, to see if any adjustments might be needed at interview because of a disability. Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes.
  • Consider any possible indirectly discriminatory effects of its standard working practices, including the number of hours to be worked, the times at which these are to be worked and the place at which work is to be done. When considering request for variations to these standard working practices, the Company will refuse such requests only if it considers it has good reasons, unrelated to any protected characteristic, for doing so. The Company will comply with its obligations in relation to statutory requests for contract variations. The Company will also make reasonable adjustments to its standard working practices to overcome barriers caused by disability.
  • Monitor the ethnic, gender and age composition of the existing workforce and of applicants for jobs (including promotion), and the number of people with disabilities within these groups, and will consider and take any appropriate action to address any problems that may be identified as a result of the monitoring process.
  • Ensure the company does not lawfully discriminate in the selection of employees for recruitment or promotion, the Company may use appropriate lawful methods, including lawful positive action, to address the under-representation of any group that the Company identifies as being under-represented in particular types of job.