Our suppliers

 

About Us

For more than 30 years Incom has been at the forefront of telecommunication distribution with a comprehensive range of telephony, including IP telephones, digital and analogue handsets, wired and wireless headsets, audio and video conferencing solutions, call recording, Data products and telephone accessories. Our client base is extensive and includes many of the times top 100 prestigious corporate businesses, alongside public sector organisations including Education, Health, Police, Defence and Local and Central Government departments.

 

After decades of meeting the needs of our clients it’s not surprising we have built a reputation for the quality of our service levels, whilst looking to adopt innovate methods to be unique and distinctive with our business relationships. From virtual warehousing right through to consolidated invoicing we adapt to the challenges of the day.

 

Aside from our reputation for telephony distribution, we manufacture under our own brand name Alphacom, a range of business telephone handsets and headsets that are purchased throughout our client base. The telephones are manufactured to the highest quality levels, incorporating a generous warranty, under-pinning the reliability of the brand. The range is renowned for reliability and still maintains an enviable failure rate of less than 0.5%.

 

Incom has developed a team of Sales Consultants and Technical personnel who are experts in their field. All have established careers within the telecoms industry, they are able to provide and source telephony solutions which will enhance productivity within your organization where requiring the next generation of technological advancement is a necessity. A strong account relationship is the foundation of any partnership and once a business relationship is formed it is assigned to one of our Sales Consultants to manage and develop looking to future proof your telecom’s needs.

 

In the current economy it is vital to ensure value for money. Incom is best placed to work with you to deliver this effectively. Our proactive approach allows companies to utilise their communication budget effectively ensuring solutions which are viable and valid.


Our Policy Statements


Quality Policy


Incom and its employees are committed to meeting customer and legal requirements to achieve customer satisfaction. We will always strive to provide quality services on time and continually improve our quality management processes. Incom is committed to using the best professional practices and providing the highest-quality advice and guidance in the purchasing process as well as high standards in our logistics operations. Our success is measured by our short-term and long term results and by the fact that we have trading for over decades, supply the Public and Private sector.


Equal Opportunities Policy


We are committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment in which all individuals are able to make best use of their skills, free from discrimination or harassment, and in which all decisions are based on merit. We do not discriminate against staff on the basis of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (protected characteristics). The principles of non-discrimination and equality of opportunity also apply to the way in which staff treat visitors, clients, customers, suppliers and former staff members. All staff have a duty to act in accordance with this policy and treat colleagues with dignity at all times, and not to discriminate against or harass other members of staff, regardless of their status. 


Diversity Policy


We aim to ensure that no job applicant suffers discrimination because of any of the protected characteristics above. Our recruitment procedures are reviewed regularly to ensure that individuals are treated on the basis of their relevant merits and abilities. Job selection criteria are regularly reviewed to ensure that they are relevant to the job and are not disproportionate. Job advertisements should avoid stereotyping or using wording that may discourage particular groups from applying. They should include an appropriate short policy statement on equal opportunities and a copy of this policy shall be sent on request to those who enquire about vacancies. We take steps to ensure that our vacancies are advertised to a diverse labour market and, where relevant, to particular groups that have been identified as disadvantaged or underrepresented in our organisation. Where appropriate, use may be made of lawful exemptions which should be set out in the advertisement. Applicants should not be asked about health or disability before a job offer is made. There are limited exceptions which should only be used with Human Resources approval. For example:


·                  Questions necessary to establish if an applicant can perform an intrinsic part of the job (subject to any reasonable adjustments).


·                  Questions to establish if an applicant is fit to attend an assessment or any reasonable adjustments that may be needed at interview or assessment. 


·                  Positive action to recruit disabled persons.


·                  Equal opportunities monitoring (which will not form part of the decision-making process).


Applicants should not be asked about past or current pregnancy or future intentions related to pregnancy. Applicants should not be asked about matters concerning age, race, religion or belief, sexual orientation, or gender reassignment without the approval of the Personnel Department (who should first consider whether such matters are relevant and may lawfully be taken into account). We are required by law to ensure that all employees are entitled to work in the UK. Assumptions about immigration status should not be made based on appearance or apparent nationality. All prospective staff, regardless of nationality, must be able to produce original documents (such as a passport) before employment starts, to satisfy current immigration legislation. The list of acceptable documents is available from the UK Border Agency. To ensure that this policy is operating effectively, and to identify groups that may be underrepresented or disadvantaged in our organisation, we monitor applicants' ethnic group, gender, disability, sexual orientation, religion and age as part of the recruitment procedure. Provision of this information is voluntary and it will not adversely affect an individual's chances of recruitment or any other decision related to their employment. The information is removed from applications before shortlisting, and kept in an anonymous format solely for the purposes stated in this policy. Analysing this data helps us take appropriate steps to avoid discrimination and improve equality and diversity.