Keyholding and Alarm Response

Ensure your property’s security with our reliable keyholding and alarm response services, offering fast, professional protection for any situation.

Street Marshals

Our Street Marshal service enhances community safety with vigilant patrols, support for individuals, and collaboration with local businesses.

Electronic Security Systems

Protect your premises with our bespoke electronic systems, offering 24/7 monitoring and advanced technology for peace of mind.

Door Supervision

Professional, SIA-licensed door supervisors enhance safety, manage crowds, and support access control at licensed venues with a customer-focused approach.

Event Security

Reliable event security services ensuring safety, crowd control, and seamless operations for any occasion. Trust us to safeguard your event.

Mobile Security

Proactive mobile security with 24/7 patrols, site inspections, and advanced tech to deter threats, safeguard assets, and ensure peace of mind.

Car Park Management

Right Guard Traffic Management offers professional management of temporary car parks and event parking, ensuring safety and efficiency.

Event Signage

Right Guard Solutions provides professional event signage to guide attendees to your event, including directional and safety signs for enhanced visibility.

Police Accredited Traffic Officers (CSAS)

Police Accredited Traffic Officers providing dynamic traffic management solutions for road closures, events, and safe highway control.

Event Traffic Management

Enhance event safety and efficiency with tailored traffic management services from Right Guard Solutions.

Customer Service

Friendly customer service teams providing ticket scanning, assistance, and support to enhance visitor experience and improve event flow.

Litter Management

Fully trained litter picking teams providing continuous waste management and recycling, ensuring a clean and sustainable site.

Equality & Diversity Policy

Right Guard Security UK Ltd is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation – in providing security services is also committed against unlawful discrimination of customers or the public.

Our policy’s purpose

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

  • age
  • disability
  • gender reassignment
  • marriage or civil partnership
  • pregnancy and maternity
  • race (including colour, nationality, and ethnic or national origin)
  • religion or belief
  • sex
  • sexual orientation

3. Oppose and avoid all forms of unlawful discrimination. This includes in:

  • pay and benefits
  • terms and conditions of employment
  • dealing with grievances and discipline
  • dismissal
  • redundancy
  • leave for parents
  • requests for flexible working
  • selection for employment, promotion, training or other developmental opportunities

Our commitments

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.

2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others involved within the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

6. Review employment practices and procedures when necessary to ensure fairness and also update them and the policy to take account of changes in the law.

7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

8. Monitoring will also include assessing how the equality, diversity and inclusion policy, and     any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with employee representatives.

Our disciplinary and grievance procedures

Details of the organisation’s grievance and disciplinary policies and procedures can be found with Right Guard Security UK Ltd Staff Handbook. This includes with whom an employee should raise a grievance – usually their line manager or HR Manager.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.