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Security Scotland Ltd.
David Dale House,
159 Broad Street,
Glasgow,
G40 2QR
T: 0141 433 8040 (Option 1)
E: info@securityscotland.com
We believe that visible, engaged management is key to fostering successful client partnerships. Our ability to respond swiftly to last-minute requirements is a key differentiator, ensuring flexibility without compromising quality. We are committed to delivering exceptional service at a price that represents true value for money.
Following initial contact, site survey, and risk assessment, our management team develops a comprehensive, fully costed service plan aligned with the client’s needs.
Our approach to service delivery and contract management is built on continuous improvement, including:
This structured yet flexible model enables us to consistently evaluate, refine, and enhance our services to maintain the highest operational standards.
We recognise that our employees are the foundation of our success. Their conduct must reflect the values and ethos of both Security Scotland and our clients. Through strong leadership and direction, we instil professionalism, accountability, and a commitment to excellence across our workforce.
To ensure our employees perform at their best, we provide:
By fostering a culture of continuous learning and motivation, we empower our staff to deliver outstanding service.
We uphold a strong ethical framework, ensuring that our employees embody the core values of:
Fairness – Treating all individuals with equality and impartiality.
Integrity – Acting with honesty, transparency, and the best intentions.
Respect – Valuing the perspectives of colleagues and customers alike.
Safety – Prioritising personal and public safety while proactively mitigating risks.
Trust – Safeguarding confidential information and maintaining professional discretion.
At Security Scotland Ltd, we are committed to delivering excellence through our people, processes, and partnerships—ensuring our clients receive unparalleled security solutions tailored to their needs.
James is a seasoned leader in the safety and security industry, with a career spanning from his early beginnings in licensed trade security at the age of eighteen, to heading a highly successful organisation. His deep understanding of client needs and industry dynamics propelled him quickly through the ranks, earning him a reputation for excellence and innovation.
As Managing Director, James is committed to delivering tailored security and crowd management solutions that balance cost-effectiveness with exceptional service quality. His leadership drives a culture of professionalism, adaptability, and client-focused service, ensuring Security Scotland Ltd remains at the forefront of the industry.
Mark has built a strong career in the security sector, beginning his journey working with large shopping centres across the West of Scotland. As a key member of the leadership team at Security Scotland Ltd, he plays a pivotal role in client retention, service delivery, and operational planning.
His responsibilities encompass the day-to-day oversight of the company’s retail and manned guarding operations, ensuring high standards of service and compliance. Mark’s hands-on approach sees him regularly conducting site visits, engaging directly with clients and staff to maintain strong working relationships. His commitment to operational excellence and customer satisfaction reinforces Security Scotland’s reputation as a leading provider of security solutions.
Chris, our operations Director, brings over two decades of expertise in the leisure and security industry. A highly respected operational leader, he combines hands-on experience with a strategic approach to drive both service excellence and business growth.
Chris has an outstanding track record in delivering “best in class” event security and safety services across a diverse range of high-profile events, from major music festivals to international sporting occasions. Notably, he served as the Silver Security Commander at the 2014 Ryder Cup and played a key role in security operations for the Glasgow Commonwealth Games.
With extensive experience leading security operations both from event control rooms and on the ground, Chris has overseen safety and crowd management at some of the UK’s most prestigious events. In 2011, he was responsible for an industry first, successfully delivering the first police-free SPL fixture at Motherwell vs. Inverness Caledonian Thistle. His in-depth knowledge, operational excellence, and commitment to innovation make him an invaluable leader within Security Scotland Ltd.
Chris started his career in the licensed trade and has worked at senior levels for some of the UKs biggest late-night entertainment operators in operational roles. Since joining the company as group financial director in 2014, Chris has overseen the largest period of financial growth in the company’s history and has contributed to ongoing excellence in compliance and financial security.
Security Scotland recognises that its activities and operations have a significant impact on the wider social, environmental and economic well-being of the areas in which we operate. As a member of the business community, we recognise our corporate social responsibility commitments in our various roles, which include producer, employer and consumer.
We are committed to ensuring that our business is conducted in all respects according to rigorous ethical, professional and legal standards.
In addition to compliance with current legislation, our policies and codes of conduct encourage high standards of corporate behaviour in areas such as the environment, health and safety and equal opportunities, both for our staff and in relation to those into whom they may come into contact.
We aim to reduce any negative impact of our business operations and encourage a positive contribution through appropriate health and safety and environmental policies and objectives (which are considered as an integral part of our business activities) and good management.
We engage communities through local liaison and sponsorship of local events, community groups and sports teams.
We aim to manage our employees openly, honestly and fairly and to be a responsible employer, adopting values and standards designed to help guide our staff in their conduct and business relationships. We are committed to having a fully trained and competent workforce and actively promote vocational training for our employees.
We are proud that our business remains in private ownership and is run by the people who founded it with their values forming the foundation of our company.
Our director, Eddie Tobin, is a Member of Safer Glasgow, Crimestoppers and various alcohol reduction groups which work towards providing safer, cleaner cities.
This has been approved by James Glackin, Managing Director
Security Scotland is committed to reducing our environmental impact and continually improving our environmental performance as an integral and fundamental part of our business strategy and operating methods.
We demonstrate our commitment to continuous improvement in managing environmental issues, via the proper management and monitoring of waste, the reduction of pollution and emissions, compliance with environmental legislation and environmental codes of practice, training for staff, and the monitoring of environmental performance in accordance with ISO 14001:2015. Managing director James Glackin assumes overall responsibility for environmental concerns.
It is our priority to encourage our customers, suppliers and all business associates to do the same. Not only is this sound commercial sense for all, it is also a matter of delivering on our duty of care towards future generations.
Our policy is to:
This has been approved by James Glackin, Managing Director
The overall aim of Security Scotland Ltd is the prevention of death, injury and ill-health of our employees, customers and anyone else affected by our business activities in accordance with BS ISO 45001:2018. Group managing director Eddie Tobin assumes overall responsibility for health and safety.
You will find a health and safety policy displayed within your respective workplaces. You should make yourselves aware of the safety procedures and the first aider on the premises. Site specific assignment instructions are available on site and will be including in your site-specific induction. Always ensure that all escape routes and exit doors are clear of obstructions. Be aware of the location of fire appliances and first aid boxes.
HEALTH AND SAFETY AT WORK IS EVERYONE’S RESPONSIBILITY.
IT IS YOUR RESPONSIBILITY TO REPORT ANY DAMAGE OR DEFECTS IN YOUR WORKPLACE.
This has been approved by James Glackin, Managing Director
It is the policy of Security Scotland Ltd to treat all employees and job applicants fairly and equally regardless of their sex, sexual orientation, marital status, race, colour nationality, ethnic or national origin, religion, age, disability or union membership status.
Furthermore, Security Scotland will ensure that no requirement or condition will be imposed without justification which could disadvantage individuals purely on any of the above grounds.
The policy applies to recruitment and selection, terms and conditions of employment including pay, promotion, training, transfer and every other aspect of employment.
Security Scotland ltd will regularly review its procedures and selection criteria to ensure that individuals are selected, promoted and otherwise treated according to their relevant individual abilities, skills and merits.
Security Scotland Ltd is committed to the implementation of this policy and to a programme of action to ensure that the policy is, and continues to be, fully effective. The overall responsibility for the policy lies with James Glackin, managing director. However, all staff are required to comply with the policy and to act in accordance with its objectives so as to remove any barriers to equal opportunity.
Any act of discrimination by employees or any failure to comply with the terms of the policy may result in disciplinary action.
This has been approved by James Glackin, Managing Director
We care about the people involved in making any products we purchase and therefore we have the following ethical sourcing policy in place.
This has been approved by James Glackin, Managing Director
Purpose and scope
The aim of this policy is to prevent harassment and bullying in the workplace which includes harassment and bullying by other workers or by third parties you encounter while doing your job. Harassment or bullying at work in any form is unacceptable behaviour and will not be permitted nor condoned. It will be viewed as a gross misconduct offence which may result in dismissal without notice.
Harassment and bullying detract from a productive working environment and can impact on the health, confidence, morale and performance of those affected by it, including anyone who witnesses or has knowledge of the unwanted or unacceptable behaviour.
Definition of Harassment
Harassment is any unwanted physical, verbal or non-verbal conduct based on gender, sexual orientation, marital or civil partnership status, religious belief, age, race or disability which affects the dignity of anyone at work or creates an intimidating, hostile, degrading, humiliating or offensive environment.
A single incident of unwanted or offensive behaviour can amount to harassment. Some examples are given below, but many forms of behaviour can constitute harassment.
It should be noted that it is the impact of the behaviour that is relevant and not solely the motive or intent behind it.
Definition of bullying
Bullying is persistent, offensive, abusive, intimidating or insulting behaviour, which, through the abuse of power, makes the recipient feel upset, threatened, humiliated or vulnerable. Bullying can take the form of physical, verbal and non-verbal conduct. As with harassment, there are many examples of bullying, which can include:
Bullying can occur in the workplace and outside of the workplace at events connected to the workplace, such as social functions or business trips.
Your rights and responsibilities
You have the right to work in an environment which is free from any form of harassment or bullying. The Company recognises your right to complain about harassment or bullying should it occur. All complaints will be dealt with seriously, promptly and confidentially.
Every effort will be made to ensure that, when you make a complaint, you will be protected from further acts of bullying and harassment. If others also give evidence or information in connection with the complaint, they equally will be protected. Perpetrators of these acts may be subject to disciplinary action which may warrant dismissal.
You have a responsibility to help ensure a working environment in which the dignity of everyone is respected. You must comply with this policy and you should ensure that your behaviour to colleagues and anyone connected to the Company, does not cause offence and could not in any way be considered to be harassment or bullying.
You should discourage harassment and bullying by making it clear that you find such behaviour unacceptable. You should also support colleagues who suffer such treatment and are considering making a complaint. You must alert a manager or supervisor immediately to any incident of harassment or bullying to enable the Company to deal with the matter promptly and effectively.
Procedure
The Company will ensure that adequate resources are made available to promote respect and dignity in the workplace and to deal effectively with complaints of harassment and bullying. This policy and procedure will be communicated effectively to all employees, and the Company will ensure that all employees are aware of their responsibilities. Appropriate training, where necessary, will be provided.
In order to raise a complaint of harassment or bullying, please refer to the Company Grievance Procedure.
This has been approved by James Glackin, Managing Director
Purpose and Scope
Whistle-blowing Policy is where an employee raises concerns about underhand or illegal practices within his or her organisation or an associated organisation. Security Scotland’s policy is to operate within the country’s laws and regulations, and all employees are expected to cooperate in this by adhering to all laws, regulations, policies and procedures.
Security Scotland is committed to maintaining an open culture with the highest standards of honesty and accountability, where employees can report any legitimate concerns in confidence. Security Scotland takes all malpractice very seriously, and this document sets out the procedure by which employees can report any concerns.
Safeguards
Security Scotland offers protection to any employee who honestly and reasonably believes that underhand or illegal practices are taking place. Security Scotland undertakes to comply with all applicable laws relating to the prohibition of retaliation against good-faith whistle-blowers; see the Public Interest Disclosure Act 1988, which gives protection against victimisation or dismissal to workers who whistle-blow.
Assuming the requirements of this policy have been met, Security Scotland undertakes to protect the employee from any personal claims and from any victimisation, harassment or bullying occasioned as a result of his or her disclosure. Security Scotland also undertakes not to initiate any disciplinary action. The aim is that the career of any employee should not in any way be harmed or hindered as a result of his or her disclosure (whether the item reported proves to be true or not, provided the reporting was carried out in good faith).
Any reprisal or similar action taken against a discloser because he or she has made a protected disclosure under this policy may be regarded as gross misconduct and may result in disciplinary action.
Responsibilities
Security Scotland would expect all employees to report any of the following:
Where the nature of a disclosure is not included in the above list, it should be made by way of the organisation’s grievance procedure and not under this whistle-blowing policy.
This has been approved by James Glackin, Managing Director
The Company is committed to driving out acts of modern day slavery and human trafficking within its business and that from within its supply chains, including sub-contractors, and partners. The Company recognises the essential element and is committed to paying a fair market price for goods/services received in combat of modern day slavery and trafficking.
The Company acknowledges responsibility to the Modern Slavery Act 2015 and will ensure transparency within the organisation and with suppliers of goods and services to the organisation. These as well as the suppliers of services make up the supply chain within the Company.
As part of the company’s due diligence processes into slavery and human trafficking the supplier approval process will incorporate a review of the controls undertaken by the supplier. Imported goods from sources from outside the UK and EU are potentially more at risk for slavery/human trafficking issues. The level of management control required for these sources will be continually monitored. The company will not support or deal with any business knowingly involved in slavery or human trafficking. The company directors and senior management shall take responsibility for implementing this policy statement and its objectives and shall provide adequate resources (training, etc) and investment to ensure that slavery and human trafficking is not taking place within the organisation and within its supply chains.
A full copy of this policy and a copy of the Modern Slavery Act 2015 will be accessible to all employees electronically and can be obtained from the payroll department upon request.
This policy statement will be reviewed annually and published.
This Policy takes into account, and supports, the policies, procedures and requirements documented in our Integrated Management System, compliant with the requirements of ISO 9001:2008, ISO 14001:2004 and ISO 45001:2018
The implementation and operation of this management system underlines our commitment to this policy. Formal procedures concerning slavery and human trafficking have been established, including disciplinary procedures where they are breached. Additional procedures ensure that this policy is understood and communicated to all levels of the company, and that it is regularly reviewed by the directors to ensure its continuing suitability and relevance to the company activities.
This has been approved by James Glackin, Managing Director
It is the policy of Security Scotland Ltd to provide its customers with a service that fulfils their specified requirements.
The following principles are applied throughout the company:
The Quality system defines the commitments of the company, and the methods that are employed to ensure customer satisfaction.
This has been approved by James Glackin, Managing Director
Rest assured we are a Certified Contractor and follow all guidelines through bodies mentioned below. Here are more reasons as to why you should choose us as your security or stewarding provider:
Security Scotland Ltd.
David Dale House,
159 Broad Street,
Glasgow,
G40 2QR
T: 0141 433 8040 (Option 1)
E: info@securityscotland.com
Company Number: SC292591
Security Scotland participates in the Night Zone watch scheme to promote public safety.
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Security Scotland Ltd.
David Dale House,
159 Broad Street,
Glasgow,
G40 2QR
T: 0141 433 8040 (Option 1)
E: info@securityscotland.com