• Equality, Diversity, and Inclusion (EDI) Policy

    Committed to fostering an inclusive culture where ‘Security with Integrity’ is practiced daily.

Equality, Diversity, and Inclusion (EDI) Policy

GMS Security Services Ltd is committed to fostering an inclusive culture where ‘Security with Integrity’ is practiced daily. We believe that a diverse workforce, reflecting the communities and clients we serve, makes us more Intelligent in our decision-making and more Trusted in our delivery. We do not just tolerate difference; we value it as a cornerstone of our operational excellence.

2. SCOPE

This policy applies to all aspects of our business, including:

• Internal personnel: All employees (frontline and office-based), directors, and job applicants.

• External partners: contractors, sub-contractors, and agency staff.

• Service delivery: our interactions with clients, site visitors, and the general public.

3. OUR LEGAL OBLIGATIONS

GMS Security Services Ltd strictly prohibits discrimination, harassment, and victimisation based on the nine Protected Characteristics defined by the Equality Act 2010:

• Age

• Disability (including neurodiversity and mental health) Gender Reassignment

• Marriage and Civil Partnership Pregnancy and Maternity

• Race (including colour, nationality, and ethnic or national origin) Religion or Belief

• Sex

• Sexual Orientation

3.1. DUTY TO PREVENT SEXUAL HARASSMENT

In accordance with recent UK legislation, GMS takes a proactive ‘Reasonable Steps’ approach to prevent sexual harassment. This includes mandatory bystander intervention training for all frontline staff and regular risk assessments of site-specific environments where staff may be vulnerable to third-party harassment.

4. KEY COMMITMENTS

4.1. Recruitment & Progression

• We recruit based on merit, using structured interviews to minimize unconscious bias.

• We actively encourage applications from underrepresented groups in the security industry.

• Promotion and training opportunities are transparent and accessible to all staff.

4.2. Reasonable Adjustments

We are committed to supporting staff with disabilities or neurodivergent conditions.
Adjustments may include modified uniforms, flexible shift patterns, or specialised equipment to ensure every employee can perform their role safely and effectively.

4.3. Operational Conduct

Frontline staff must treat all members of the public with dignity.
Stereotyping is strictly prohibited. Decisions to stop, search, or challenge individuals must be based on credible intelligence or behaviour, never on a protected characteristic.

5. TRAINING & ACCOUNTABILITY

• Induction: All new hires must complete EDI awareness training as part of company induction.

• Management: Managers receive advanced training on inclusive leadership.

6. REPORTING & BREACHES

We maintain a Zero Tolerance approach to discrimination.

• Reporting: Employees who witness or experience discrimination are encouraged to report it via their Line Manager or HR department.

• Investigation: All complaints will be investigated promptly, fairly, and confidentially.

• Consequences: Breaches of this policy may be treated as gross misconduct, potentially leading to summary dismissal.

7. MONITORING & REVIEW

GMS will regularly monitor the diversity of our workforce and the outcomes of our recruitment processes to ensure this policy is effective. This policy is a ‘living document’ and will be reviewed annually by the Board of Directors to reflect changes in law or industry best practices.
Reviewed & Authorised by:

Mr Neil Male – CEO, GMS Group November 2025