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Confidential — Controlled Document. Academic–Technical Ultra‑Expanded Edition (Neutral English). A system‑based policy for respecting human rights across operations and value chains. Effective date: 1 January 2026. Owner: Ethics & Compliance (Human Rights). Review cadence: Annual, or upon material change in risk profile.
In Force Security Ltd recognizes that the legitimacy of private security depends on more than licensing and technical capability. Our license to operate is renewed every day by the trust of people who encounter us in public and private spaces, and that trust is sustained only when our actions reflect consistent respect for the dignity and rights of each person. This Policy translates that recognition into an operational model. It integrates legal obligations and international expectations into a system that can function under time pressure, at night, and in complex environments where uncertainty and risk converge.
The aim is to define a practical architecture by which human rights considerations are identified early, acted upon decisively, and evidenced reliably. We commit to aligning this Policy with the United Nations Guiding Principles on Business and Human Rights and other widely accepted sources of good practice, while observing applicable national laws and client requirements. Where frameworks diverge, we adopt the stricter obligation to ensure coherence across jurisdictions. Our responsibility is to design out foreseeable harm, avoid complicity, use our influence responsibly with suppliers and partners, and provide or enable remedy where adverse impacts occur. Leadership accepts accountability, transparency, and professional standards.
This Policy defines the principles, controls, and assurance mechanisms by which the organization respects internationally recognized human rights across operations, supply chains, and business relationships. It applies to directors, employees, agency workers, subcontractors, and any third party acting for or on behalf of In Force Security Ltd, regardless of location or contractual form.
The scope includes public‑facing guarding, mobile response, event and crowd management, control‑room operations, technical surveillance (where legally authorized), custody and safeguarding contexts, procurement and supplier management, recruitment and labor providers, data processing and analytics, and engagement with local communities and authorities. This Policy should be read together with the Code of Ethics, Supplier Code, Use‑of‑Force Standard, Privacy and Data Protection Standard, Anti‑Bribery and Corruption Standard, and any client‑mandated post orders.
The organization affirms respect for the dignity, equality, and rights of all persons and undertakes to avoid causing or contributing to adverse impacts. References include:
Where national law sets a higher standard, we apply it. Where law is lower or silent, we maintain our commitments unless legal conflict prevents it, in which case we seek alternative means to honor the underlying intent. Documentation explains choices in constrained environments.
Human rights governance follows clear lines of accountability. The Board, through a designated committee, sets risk appetite and reviews performance using leading and lagging indicators. Executive management integrates human rights into planning, budgeting, and operational design. Ethics & Compliance (Human Rights) maintains the Policy, provides operational advice, coordinates risk assessments, oversees investigations, and reports to the Board committee. HR, COO, DPO, and CPO have defined roles. Internal Audit provides independent assurance. A formal RACI defines decision rights and escalation paths.
Salient risks include the right to life, liberty, and security in relation to use-of-force decisions and temporary restraint; privacy and data protection; freedom of movement and peaceful assembly; freedom from discrimination, harassment, and degrading treatment; workers’ rights to fair terms and safe conditions; and rights to effective remedy. Vulnerable groups include children, older persons, persons with disabilities, refugees, migrants, people deprived of liberty, those experiencing homelessness or mental-health crises, ethnic/religious minorities, and individuals exposed to gender-based violence. Risks vary by geography, client sector, and operational design.
Due diligence is continuous and adaptive, including identification and assessment of impacts; integration into standards, contracts, and decisions; prevention and mitigation; tracking effectiveness; and stakeholder communication. Where adverse impacts occur, the organization provides or enables remedy that is legitimate, accessible, predictable, equitable, transparent, and rights-compatible. Documentation demonstrates functioning processes for audit.
Risk assessment combines qualitative and quantitative inputs from country, service-line, and counterparty analyses. Scoring weights severity, likelihood, vulnerability, leverage, and velocity of harm. Outputs include heat maps defining thresholds for prevention, mitigation, or decisions not to proceed. Sources include incidents, grievances, audits, stakeholder input, and external indices.
Operational controls prioritize de-escalation. Force is a last resort and governed by necessity, proportionality, and legality. Body-worn video activation, privacy safeguards, and chain-of-custody rules apply. Custody procedures ensure observation, medical access, accommodation, and lawful transfer. Supervision is continuous, scenario-based training is provided, and post-incident learning updates SOPs promptly.
Data is handled lawfully, fairly, transparently, with purpose limitation, minimization, accuracy, storage limitation, integrity, and confidentiality. Access is least-privilege, systems use strong authentication and encryption, retention is enforced, and cross-border transfers follow approved mechanisms. Body-worn video, analytics, and AI systems comply with law and rights principles, with impact assessments and workflows for individual rights.
Equal opportunity is provided; discrimination and harassment are prohibited. Freedom of association is respected where lawful. Terms of work, wages, hours, training, uniforms, and equipment are fair, safe, and non-discriminatory. Performance management is evidence-based, and grievance channels are accessible.
The employer-pays principle applies. Recruitment is transparent, with contracts issued before deployment, documents remain with workers, accommodation meets standards, freedom of movement is respected, and remediation is enabled for unlawful fees.
Child labor is prohibited. Age verification and safeguarding measures are applied. Young workers are legally employable and assigned safe tasks with limited hours. Interaction with children is controlled, trained, and coordinated with guardians.
GBV and harassment are prohibited. Reporting is confidential and trauma-informed. Facilities and uniforms are gender-safe. LGBTQI+ rights are respected, and operational planning mitigates group-specific risks.
Reasonable accommodations enable safe and effective performance. Recruitment focuses on capability. Workplaces, uniforms, equipment, and communications are adapted. Public interactions consider accessibility and assistive technologies.
Community engagement is respectful and transparent, considering safety, access, livelihoods, and cultural heritage. Indigenous Peoples’ rights are recognized, and consultation is conducted where legally required. Concerns are logged, assessed, and addressed.
Due diligence is intensified in high-risk areas. Threat assessments, coordination with authorities, enhanced training, and avoidance of contributing to violations guide operations. Operations not meeting acceptable risk levels are suspended.
High-risk suppliers undergo enhanced due diligence, contracts embed human rights obligations, and verification includes documentation, interviews, site assessments, and audits. Non-conformities require corrective action; persistent failure may trigger disengagement.
Operational grievance mechanisms include confidential hotlines, web portals, and local reporting. Accessibility, language support, literacy, and disability accommodations are considered. Investigations are confidential and impartial. Remedies include apologies, restoration, compensation, and systemic change. Non-retaliation is enforced.
Training covers this Policy, de-escalation, safeguarding, privacy, ethical recruitment, grievance handling, and escalation. Role-specific modules exist. Competence is verified via scenario-based assessments. Refresher training is periodic or triggered by incidents. Effectiveness is monitored and updated.
Indicators track activity and outcomes: incident reporting, grievance closure, investigation quality, corrective actions, training, supplier audits, and standards stability. Dashboards are reviewed periodically, and significant deviations investigated. External assurance may supplement internal findings. Reporting respects privacy and legal constraints.
Escalation thresholds ensure issues reach competent levels quickly. Triggers include use-of-force incidents, trafficking indicators, wage violations, discrimination, data breaches, and supplier non-remediation. Crisis management integrates human rights considerations, communication is accurate and timely, and emergency measures are proportionate, necessary, and time-bound.
The Policy is reviewed annually or upon material changes. Lessons inform updates to Policy, Standards, SOPs, and training. Subordinate documents must align. Waivers are rare, time-bound, and approved at the correct level. Version control, distribution, and archival rules ensure personnel use the current baseline. Continuous improvement is mandatory, not optional.
Title: In Force Security – Global Human Rights Policy 2026 (Academic–Technical Ultra‑Expanded Edition, Neutral English). Version: 1.0 • Effective: 1 January 2026 • Next review due: 31 December 2026. Owner: Ethics & Compliance (Human Rights) • Contact: ethics@[your-domain] • Speak Up Hotline (24/7): +44 [number] (multi-language)