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Arca Securities – Equal Opportunities Policy

ARCA SECURITIES LTD is committed to the principles and practice of equal opportunities in employment.  This policy covers Equal Opportunities in employment including advertising, selection, recruitment, training and development, promotion and redundancy.

The aim of this policy is to communicate the commitment of Arca Securities to provide equality to all, irrespective of:

  • gender, including gender reassignment
  • marital or civil partnership status
  • having or not having dependents
  • religious belief or political opinion
  • race (including colour, nationality, ethnic or national origins)
  • disability
  • sexual orientation
  • age

Arca Securities are opposed to all forms of unlawful and unfair discrimination. All employees of the organisation will be treated fairly and will not be discriminated against on any of the above grounds. All decisions will be made objectively, without unlawful discrimination.

It is recognised that the provision of equal opportunities in all our activities will benefit the organisation. The equal opportunities policy will help employees to develop their full potential and the talents and resources of the employees will be utilised fully to maximise the effectiveness of the organisation.

Arca Securities recognises the benefits of having a diverse community of employees, who value one another and the different contributions they can make to achieve the companies mission to be the leading North East provider of high quality, reputable and reliable security services.


ARCA Securities seeks to create an open and supportive environment which is free from discrimination, is committed to being an equal opportunities employer and in the provision of equal opportunities, accepts its responsibilities under the law.

ARCA Securities Management Team will ensure that:

  • All employees are aware of the Equal Opportunities Policy
  • The implementation of equal opportunities is adequately monitored
  • All employees are provided with appropriate forum to discuss and deal with equal opportunities issues.
  • Clear and publicly accessible procedures are in place for the fair selection and training of employees, free from discrimination
  • The Management Team are responsible for ensuring that employees always adhere to the Equal Opportunities Policy

All employees will:

  • Support and implement the Equal Opportunities Policy, and
  • Ensure that their behaviour and/or actions do not amount to discrimination or harassment in any way


  • Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the agreed procedures. A copy of these procedures is available from the central office. All complaints of discrimination will be dealt with seriously, promptly and confidentially
  • Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.
  • Complaints from members of the public will be dealt with under agreed procedures

Equal Opportunities Policy – Implementation

The Management Team have specific responsibility for the effective implementation of this policy. We expect all employees to abide by the policy and help to create the equality environment which is its objective.

In order to implement this policy we shall:

  • Communicate the policy to employees by issuing an induction pamphlet to all existing, and new staff
  • We will endeavour through appropriate training to ensure that it will not consciously, or unconsciously discriminate in the selection or recruitment of applicants
  • Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into roles and responsibilities of all employees
  • Incorporate equal opportunities notices into general communications practices (ie. we will state we are an EQUAL OPPORTUNIES ORGANISATION wherever possible)
  • Ensure that adequate resources are made available to fulfil the objectives of the policy

Specifically, the following will be considered and carried out:

Job advertisements

  • Advertisements should encourage applicants from all suitably qualified and experienced people
  • All vacancies should be advertised internally and externally
  • All vacancy advertisements should include an appropriate short statement on Equal Opportunities

Selection and recruitment

  • The selection process will be carried out consistently at all job levels and will be fair and non-discriminatory. The recruitment process should result in the selection of the most suitable person for the job in respect of experience, qualifications or ability demanded by the job.
  • Selection criteria (job description and employee specification) will be kept under regular review to ensure they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job and are not tainted by discrimination of any form.
  • Reasons for selection or rejection of an applicant must be recorded and may be given to the applicant.
  • Under the Data Protection Act legislation and Code of Practice, applicants, interviewees, recruits and all employees have the right, on request and maybe the payment of a cover charge, to receive written information about themselves and their performance at interview etc.
  • All training and development opportunities will reflect the company’s commitment to equal opportunities and will be made available equally to both full-time and part-time employees.


  • The person or persons conducting a job or promotion interview should be conversant with the policy and spirit of the policy.
  • If the candidate, by reason of ethnic origin or disability, has difficulty with the language or arrangements for the interview, the interviewer will ensure this does not prejudice the candidate’s assessment.
  • Proceedings should be unhurried, with straight forward questions relevant to the vacancy. The current work and objectives of the Company will be explained and the candidate encouraged to ask questions which should be answered with patience and understanding.

Personnel records

  • If necessary, employees are, on request, able to check and correct their own records.  Otherwise access to this data is strictly confidential. This then enables the company to conform with the 1995 Data Protection Directive as amended and the Data Protection Code of Practice Part two – employment records.

Monitoring and review

We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy. The effectiveness of the equal opportunities policy will be reviewed regularly (at least annually) and action taken as necessary.

The legal Framework

The following legislation applies to all:

  • Sex Discrimination Act 1975 as amended 2003
  • The Race Relations Act 1976 as amended 2000
  • Disability Discrimination Act 1995 as amended 2001, 2003
  • Prevention from Harassment Act 1997
  • Human Rights Act 1998
  • Race Relations Amendment Regulations, 2003

The policy is a declaration of the action taken to ensure Equal Opportunities for all employees and those being recruited and trained by the company.

This policy will be monitored and reviewed for effectiveness and will be updated in the light of any new legislative requirements or changes to best practice.

Environmental Policy

We are committed to providing a quality service in a manner that ensures a safe and healthy workplace for our employees and minimises our potential impact on the environment. We will operate in compliance with all relevant environmental legislation and we will strive to use pollution and environmental best practices in all we do.

We will:-

  • Integrate the consideration of environmental concerns and impacts into all of our decision making and activities,
  • Promote environmental awareness among our employees and encourage them to work in an environmentally responsible matter,
  • Train, educate and inform our employees about environmental issues that may affect their work,
  • Reduce waste through re-use and recycling and by purchasing recycles, recyclable or re-furbished products and materials where these alternatives are available, economical and suitable,
  • Promote efficient use of materials and resources throughout our facility including water, electricity, raw materials and other resources, particularly those that are non-renewable,
  • Avoid use of hazardous materials and products, seek substitutions when feasible, and take all reasonable steps to protect human health and the environment when such materials must be used, stores or disposed of,
  • Purchase and use environmentally responsible products accordingly,
  • Where required by legislation or where significant health, safety or environmental hazards exist, develop and maintain appropriate emergency and spill response programmes,
  • Communicate our environmental commitment to clients, customers and the public and encourage them to support it,
  • Strive to continually improve our environmental performance and minimise the social impact and damage of activities by periodically reviewing our environmental policy in light of our current and planned future activities.