Standards & Policies

Sparta’s Green Policy

We have a target of 70% to hit with regards to recycling all documentation and sales literature where appropriate. We have a quarterly check on our admin and filing system to make sure we are on target for 70% recycling.

The vehicles are a mix, some run on petrol and some run on diesel and we refresh our drivers quarterly on reducing vehicle emissions by driving methods as mentioned on the netregs website regarding vehicle emissions. The vehicles carry MOT certificates at all times and exhaust emissions are tracked on renewal.

We do not use anything that reduces air quality other than the fuel for our vehicles which we minimize by using low emission vehicles regularly maintained.

With regards to waste management this rarely applies to our company other than vehicles heading towards end of life which are replaced.

With regards to water we don`t have any process within our daily operations that use or dispose of water other than the staff water machine which is managed by an external company who re-use the water containers.

With regards to energy usage our only real use is the charging of cctv and radio equipment and the use of computers. No devices are left on when unattended to keep energy usage to a minimum.

We care about the environment

Committed to recycling

Committed to global emissions reduction

Committed to energy usage reduction

Spartas Bribery Act Policy

As a national security company we recognise the threat that bribery poses to economic progress and development around the world.

We are fully supportive of the Uk's legal frameworks to combat bribery, helping to ensure that people are clear about their responsibilities to conduct business in an open and honest manner. Failure to conform to the Bribery Act has serious consequences for all UK companies, of course. But as a big supporter of transparency and business ethics, Sparta Security has warmly welcomed the new legislation. The Act will not only help Sparta Security to strengthen its reputation as an ethical organisation but also make a major contribution to reducing the impact of bribery and corruption around the UK.

Given the size and scale of our UK initiatives there are considerable practical implications of ensuring that there are adequate procedures in place at every level of the organisation to prevent bribery and to comply with the requirements of the Bribery Act which became effective from 1 July 2011.

In 2011, we embarked on an extensive programme to analyse every business for risks related to corruption - reviewing our policies and procedures and introducing new policies where we felt they needed to be strengthened to comply with the "adequate procedures" required by the Act. As a result, we took a number of actions:

Policy Review
We reviewed a number of our policies and updated them, providing practical guidance for managers on specific points relating to the Act

We embarked on a UK awareness campaign to ensure all managers and employees understand the implications of the Act and our expectations in relation to their behaviour.

We created training materials and team talks specifically about business ethics and anti corruption, for implementation across the companies staff. We have also amended our employee induction programme to include the same business ethics and anti corruption training.

Our free phone lines are open 24 hours a day to ensure that all employees have a simple means of reporting any non compliance with group policies or inappropriate behaviour.

In order to ensure our compliance with the Act we have added quarterly checks within our audit processes:

  • A specific questionnaire for management to complete to demonstrate their compliance with Spartas policies and procedures and also assess risk areas.
  • The results are reviewed by all senior staff and action will be taken to make sure that any weaknesses or unacceptable risks are dealt with.
  • A programme of audits to validate the anti bribery controls in our businesses focusing particularly on businesses where there is a perceived high corruption.

    Our Progress
    Following implementation of our anti bribery controls, we have completed 12 quarterly audits and staff refresher days since 2011.

    Reducing Bribery Nationally

    Increasing Bribery Awareness

    Providing Bribery Act Training
  • Spartas Equal Opportunities Policy

    As an equal opportunities employer, Sparta Security welcomes applications regardless of race, colour, gender, nationality, ethnic origin, sexual orientation, religion or belief, marital status, disability or age. All applicants are considered on their merits and abilities for the job.

    Sparta Security positively welcomes applications from all sections of the community and we actively promote equal opportunities. Applications from New Deal participants are welcomed.

    Job share is available for all posts unless otherwise indicated. The Authority is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment.

    We are committed to Equal Opportunities.

    Sparta Security recognise that everyone has a contribution to make to our society and a right to equal opportunity. No job applicant or employee, member, volunteer or organisation/individual to which we provide services will be discriminated against by us on the grounds of:

  • gender (including sex, marriage, gender re-assignment)
  • race (including ethnic origin, colour, nationality and national origin)
  • disability
  • sexual orientation
  • religion or belief
  • age
    We aim to promote equal opportunities, eliminate discrimination and eliminate harassment through the following:

  • Opposing all forms of unlawful and unfair discrimination.
  • All employees (whether part-time, full-time or temporary), volunteers, members, and beneficiaries will be treated fairly and with respect.
  • Membership will be open to all.
  • All vacancies will be advertised internally and externally simultaneously and will include a statement on equal opportunities.
  • Selection for employment/volunteering, promotion, training or any other benefit will be on the basis of aptitude and ability. All selection/rejection decisions will be recorded.
  • All employees/volunteers/members will be helped and encouraged to develop their full potential and the talents and resources of individuals will be fully utilised to maximise the efficiency of the organisation.
  • All employees/volunteers/members have a legal and moral obligation not to discriminate and to report incidents of discrimination against any individual or group of individuals to company director Francis Jones.
    Our commitment:

  • To create an environment in which individual differences and the contributions of all our staff, volunteers, members and beneficiaries are recognised and valued.
  • Every employee, volunteer, member and beneficiary is entitled to be part of an environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
  • Training, development and progression opportunities are available to all staff/volunteers.
  • Equality is good management practice and makes sound sense.
    Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings or membership disqualification.

    This policy is fully supported by the management committee and has been agreed with members and/or employee representatives.

  • The policy will be monitored and reviewed annually.
  • The successful implementation of this policy depends on the awareness and commitment of all staff of the management committee. Hence, all new staff of the management committee will be made aware of its existence and on joining the organisation, reminded they must conform with it on a regular basis.

    Employing Without Prejudice

    Equality For All

    Eliminating Discrimination