Securing Our People

Our People. Our Strength. Our Sustainable Future.

Securing Our People

Employee Experience and Engagement

ASSL recognizes employees as a key stakeholder group and thrives on the basis that its workforce is its most valuable asset. We use structured engagement mechanisms to understand workforce needs, identify impacts and continuously improve the employee experience, including regular employee surveys that help us understand how our people feel at work and where we need to improve.

Conduct employee engagement, pulse and well-being surveys at planned intervals.
Provide accessible channels for feedback, questions, grievances and ethical concerns.
Use performance and career-development discussions to align expectations and identify development needs.
Communicate material workplace changes and organizational priorities in a timely manner.
Monitor agreed actions and communicate progress to employees.

Responsible Recruitment, Employment and Retention

ASSL shall maintain fair, transparent and non-discriminatory employment practices designed to attract, select and retain competent personnel.

Base recruitment decisions on job-related competencies, qualifications, experience and lawful role requirements.
Provide documented job descriptions and selection criteria.
Apply pre-employment screening that is lawful, proportionate, relevant to the role and protective of applicant privacy.
Monitor new hires and employee turnover by appropriate categories where data quality permits.
Review retention drivers through employee feedback, exit information and workforce trends.

Occupational Health, Safety and Employee Well-being

ASSL shall provide safe and healthy working conditions and support the physical, mental, social and financial well-being of its workforce.

Maintain an occupational health and safety management system appropriate to operational risks.
Identify hazards, assess risks and implement controls using the hierarchy of controls.
Enable worker consultation and participation in health and safety matters.
Provide access to occupational health, emergency response and well-being support.
Monitor work-related injuries, ill health and corrective actions using defined methodologies.
Maintain Employee Assistance, counselling, grievance, rehabilitation, insurance, leave, recognition and wellness programmes as approved.

Security Practices and Human Rights

At Amalgamated Security Services Limited (ASSL), respect for human rights is fundamental to the delivery of professional security services. We recognize that security activities have the potential to affect the rights, dignity, safety, and well-being of employees, clients, contractors, visitors, and the communities in which we operate.

Accordingly, ASSL integrates internationally recognized human rights principles into its governance framework, operational procedures, recruitment practices, employee training, risk management processes, and service delivery. Our approach is guided by the Universal Declaration of Human Rights (UDHR), the United Nations Guiding Principles on Business and Human Rights (UNGPs), the Voluntary Principles on Security and Human Rights, and the International Labour Organization (ILO) Core Conventions.

Our Commitments

ASSL shall:

Integrate human rights considerations into security planning, operational decision-making, and risk management processes.
Provide security personnel with training on human rights, lawful authority, proportional use of force, conflict de-escalation, non-discrimination, privacy, dignity, and the protection of vulnerable persons.
Conduct Human Rights Impact Assessments (HRIAs) for higher-risk operations, significant projects, and material changes to operational activities to identify, assess, and mitigate actual or potential human rights impacts.
Maintain procedures for reporting, investigating, documenting, and responding to allegations of human rights violations, ensuring that concerns are addressed promptly, fairly, and confidentially.
Cooperate with competent authorities and provide or participate in appropriate remediation where ASSL has caused or contributed to adverse human rights impacts.
Promote a culture of accountability by encouraging employees and stakeholders to raise concerns through established grievance and whistleblowing mechanisms without fear of retaliation.
Include appropriate human rights, ethical conduct, and responsible security requirements within significant client, contractor, supplier, and subcontractor agreements.
Periodically review security practices, incident trends, and human rights risks to support continual improvement of the ESG Management System.