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The ideals that guide us

Our clients expect quality service that assures the protection of their personnel and assets and which incurs no reputational damage.

Ethical and industry-leading good business practice makes Insight the most respected security company in the region.

Our philosophy deems that all employees are responsible for quality at every level. In order to fulfill this requirement we regularly review our quality objectives to ensure that all work undertaken is carried out in a manner maintaining the highest quality of service to customers.


The Insight board is committed to maintaining the highest standards of honesty, openness and financial accountability. The Board takes all malpractice very seriously, whether it is committed by senior managers, staff, suppliers or contractors.


Bribery & Corruption

Insight has zero tolerance for corruption. We prohibit bribes and facilitation payments of any kind and believe it is important for companies to play a part in identifying and eradicating corrupt business practices. We therefore support the objectives of the UK Bribery Act passed in 2010. Whilst we believe that our existing framework and the nature of our business to uphold the law and protect our clients from criminal activities of all kinds, embodies the core principals of the act, we maintain close vigilance on required measures and on the adequacy of our existing approach.


All elements of criminality are covered extensively during the basic training of security officers, and training is controlled under ISO 9001 Quality Assurance procedures to ensure efficacy, and


Whistle Blower Policy

Insight maintains a Whistle Blower Policy which encourages employees in all branches and occupations to report unlawful or negligent activity and maintain anonymity. All company policies are communicated to the work force during training and also via media such as the internal company newsletter.

certification and policies



International Code of Conduct Association

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The International Code of Conduct for Private Security Providers’ Association (ICoCA) is a multi-stakeholder initiative established as a Swiss non-profit association.  The main bodies of the ICoC Association are: the General Assembly, the Board of Directors and the Secretariat operating under the Executive Director. All members – States, private security companies and civil society organizations (the three ‘pillars’) – form part of the General Assembly. Similarly, the Board of Directors consists of twelve elected members, which grant equal representation to each pillar. The Board of Directors is the executive decision-making body of the Association.

The work of the ICoC Association is also supported by the Geneva Centre for the Democratic Control of Armed Forces(DCAF), and works closely with the signatories of the Voluntary Principals on Security and Human Rights (VPSHR).


The International Code of Conduct for Private Security Service Providers (ICoC) is the fruit of a multi-stakeholder initiative launched by Switzerland, with the over-arching objectives to articulate human rights responsibilities of private security companies (PSCs), and to set out international principles and standards for the responsible provision of private security services, particularly when operating in complex environments. Over the course of an 18-month process, Switzerland brought together private security companies, states (including Australia, United Kingdom and the United States of America), civil society organisations and academics to elaborate a code of conduct for the private security industry, based on international human rights and humanitarian law standards. The ICoC was finalized in November 2010, at which time it was signed by 58 PSCs. By September 2013, 708 companies had formally committed to operate in accordance with the Code of Conduct.

 At the same time, the Code of Conduct constituted the first step in a broader process to create better governance, compliance and accountability of PSCs. From the beginning, the ICoC process foresaw the establishment of an independent mechanism for governance and oversight. The development of this oversight mechanism was led by a multi-stakeholder temporary steering committee which held numerous meetings and workshops with various stakeholders. This inclusive process culminated in the adoption of the ICoC Articles of Association in February 2013. The Articles of Association is the founding document of the ICoC Association, which was established in September 2013 as a Swiss non-profit association.


The purpose of the ICoC Association is to promote, govern and oversee implementation of the International Code of Conduct for Private Security Service Providers (ICoC) and to promote the responsible provision of security services and respect for human rights and national and international law in accordance with the Code of Conduct. The mandate of the Association is anchored in its statutes, also known as the Articles of the Association. Its mandate is threefold:

Certification of Member Companies assessing whether a company’s systems and policies meet the requirements of the Code of the Conduct (Article 11 AoA);

Reporting, Monitoring and Assessing Performance of Member Companies’ compliance with the Code of Conduct based on established human rights methodologies, including in the field (Article 12 AoA);

Handling complaints on alleged violations of the Code of Conduct, including allegations that the Member Companies’ grievance mechanism is not accessible, fair, or not offering effective remedies (Article 13 AoA).

The procedures to operationalize these functions are currently being developed by the Board of Directors, and in January 2017 the association moved into the implementation phase.

WS Insight Ltd

WS Insight Ltd was accepted as a member of the International Code of Conduct Association (ICoCa) in early 2015, and in September 2016 Insight’s Quality Assurance Manager John Davies was elected to the board as Industry member ‘at large’ and chair of the certification committee. 


Insight ensures that none of its staff have been or are credibly implicated in human rights abuses. In any case where physical force is used or allegations on human rights abuses are made, Insight records and investigates the incident, takes appropriate disciplinary action and carries out a full root cause analysis for the instigation of preventive action. Insight further implements and maintains a comprehensive grievance policy and mechanism which is available not just to staff and employees, but to anyone whom might be affected by the activities of the company.


Human Rights theory and practice are included in the Insight Guards Basic Training course as individual syllabus modules, and covered by refresher training on an annual basis.

Use of Force

Procedures on the use of force, and including the rules of engagement for firearms and less lethal weapons are covered in the Insight Weapons manual, which is audited, monitored and controlled under ISO 9001:2015 and the wider ICoCA requirement.


The company manages risk in accordance with the appropriate requirements of relevant standards.

Insight maintains a strict code of conduct which is part of comprehensive Human Resources processes and procedures which are audited, monitored and controlled under the quality management system (QMS).

Ethical Behaviour

The company maintains policies for ethical conduct and whistle blowing which are articulated, published and available to all members of staff, and audited, monitored and controlled under the QMS. Where necessary, Insight carries out prescribed Integrity Counseling which is a unique program within the industry.

Further policies

Insight maintains policies relating to Diversity, Alcohol and Drug Abuse, and HIV & AIDS.

Health & Welfare

The company maintains a fully resourced Human Resources department whose remit includes: selection & vetting as well as occupational health and grievances. Insight employs Company Social Workers who engage in a prescribed welfare plan which includes the audit of barrack and family accommodation to check and advice on sanitation, hygienic practices, and prevention of disease..

United Nations Global Compact
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Insight is a signatory to and engaged with the United Nations Global Compact, which is a United Nations initiative to encourage businesses worldwide to adopt sustainable and socially responsible policies, and to report on their implementation. The UN Global Compact is a principle-based framework for businesses, stating ten principles in the areas of human rights, labour, the environment and anti-corruption. Under the Global Compact, companies are brought together with UN agencies, labour groups and civil society. Cities can join the Global Compact through the Cities Programme.

The UN Global Compact is the world's largest corporate sustainability (aka corporate social responsibility) initiative with 13000 corporate participants and other stakeholders over 170 countries with two objectives: "Mainstream the ten principles in business activities around the world" and "Catalyse actions in support of broader UN goals, such as the Millennium Development Goals (MDGs) and Sustainable Development Goals (SDGs)". Moving forward, The UN Global Compact and its signatories are deeply invested and enthusiastic about supporting work towards the SDGs. The UN Global Compact is founded in 10 principals which participants are committed to demonstrate:

Human Rights

Businesses should:

Principle 1: Support and respect the protection of internationally proclaimed human rights; and

Principle 2: Make sure that they are not complicit in human rights abuses.

Labour Standards

Businesses should uphold:

Principle 3: the freedom of association and the effective recognition of the right to collective bargaining;

Principle 4: the elimination of all forms of forced and compulsory labour; Principle 5: the effective abolition of child labour; and

Principle 6: the elimination of discrimination in employment and occupation.


The company manages risk in accordance with the appropriate requirements of relevant standards.

Insight maintains a strict code of conduct which is part of comprehensive Human Resources processes and procedures which are audited, monitored and controlled under the quality management system (QMS).

Ethical Behaviour

Businesses should:

Principle 7: support a precautionary approach to environmental challenges;

Principle 8: undertake initiatives to promote environmental responsibility; and

Principle 9: encourage the development and diffusion of environmentally friendly technologies.


Principle 10: Businesses should work against corruption in all its forms, including extortion and bribery.

Insight's Communication on Progress (COP)

The company's most recent communication on progress is uploaded to the UNGC web-site here: 


British Security Industry Association

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In order to keep abreast of security industry best practice, Insight is an overseas associate member of the British Security Industry Association.

The British Security Industry Association (BSIA) is the trade association for the professional security industry in the UK. Our members are responsible for more than 70% of privately provided UK security products and services (by turnover) including the manufacture, distribution and installation of electronic and physical security equipment and the provision of security guarding and consultancy services.

The BSIA has led the way for over 40 years in the shaping of the private security industry. Our members are industry professionals ranging in size from global companies to small and medium enterprises, offering quality products and services to a vast spectrum of end-users.

Choosing security products or services from a member of the BSIA is an assurance of professionalism and quality. The BSIA’s rigorous membership criteria mean that when you choose a BSIA member, you can have confidence that you are entrusting the security of your organization or assets into good hands.

ISO Standards

ISO 9001

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In September 2012, we became the first private company in South Sudan to achieve certification to ISO 9001:2008 quality assurance. No mean achievement in such a challenging environment.

ISO 9001 is the internationally recognized system of processes and procedures that ensure a company is in a constant state of audit and improvement.

Insight achieves third party accreditation through Bureau Veritas that regularly sends a team from Nairobi to audit and assess operations across the region.

We exercise our quality management system model throughout the Countries of operation, and Tanzania was successfully accredited at the end of 2014 and Insight Kenya in December 2016. DRC and Zambia are planned for certification by the end of 2017.

In order to ensure good governance and international compliance, the Company aims to broaden its scope to include ISO 18788 and PSC.1 by September 2018 and the introduction of appropriate risk management and technical standards are under consideration.

The Company is a signatory of the United Nations Global Compact.

Health and Safety

Insight’s recent drive into the oil & gas sector has been the catalyst for an even more concerted development of a Health & Safety culture.

The company employs a dedicated Group Health & Safety Manager with responsibility for all aspects of Health and Safety across each country of operation. Insight runs a comprehensive Health and Safety management system, which encompasses risk assessments, job safety analyses, awareness training, job safety analyses, observation cards, audit, corrective action and continuous improvement.

The company achieves 3rd party accreditation to OHSAS ISO 18001, and plans to follow suit with the ISO 14001 environmental standard. All processes are controlled within the framework of ISO 9001 quality assurance which is well embedded within the Insight culture. The Health and Safety remit also covers areas relevant to East and Central Africa such as Malaria prevention, HIV/AIDS awareness, and food and hygiene good practices.

In April 2015, Insight became a ‘Malaria Safe Company’ ratified by John Hopkins University, becoming one of an elite group of 52 high profile companies in Tanzania, and the first in the security sector.

Our policy is to maintain safe and healthy working conditions, provide equipment and systems of work, and to provide information, training and supervision for all our people.

We recognize our responsibility for the health and safety of other people who may be affected by our activities- we care about communities as an integral part of our ethos. Within our purview, we aim to leave any locale unspoiled, or improved.

We’re committed to leading the industry in minimizing the impact of its activities on the environment:

  • Minimize waste by evaluating operations and ensuring they are as efficient as possible.
  • Minimize toxic emissions through the selection and use of its fleet and the source of its power requirement.
  • Actively promote recycling both internally and amongst its customers and suppliers.
  • Source and promote a product range and equipment to minimize the environmental impact of both production and distribution.
  • Meet or exceed all the environmental legislation that relates to the company.

The allocation of duties for environmental matters and the particular arrangements which we make to implement the policy are set out the indicated Environmental Manual and managed under the Insight Quality Management System.


Insight is committed to fostering, cultivating and preserving a culture of diversity and inclusion. Our human capital is the most valuable asset we have. The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talent that our employees invest in their work represents a significant part of not only our culture, but our reputation and company’s achievement as well.

We embrace and encourage our employees’ differences in age, colour, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.

The company’s diversity initiatives are applicable—but not limited—to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work environment built on the premise of gender and diversity equity that encourages and enforces:

  • Respectful communication and cooperation between all employees.
  • Teamwork and employee participation, permitting the representation of all groups and employee perspectives.
  • Work/life balance through flexible work schedules to accommodate employees’ varying needs.
  • Employer and employee contributions to the communities we serve to promote a greater understanding and respect for the diversity.

All employees of the company have a responsibility to treat others with dignity and respect at all times. All employees are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other company-sponsored and participative events. All employees are also required to attend and complete annual diversity awareness training to enhance their knowledge to fulfill this responsibility.

Any employee found to have exhibited any inappropriate conduct or behaviour against others may be subject to disciplinary action. Employees who believe they have been subjected to any kind of discrimination that conflicts with the company’s diversity policy and initiatives should seek assistance from a supervisor or an HR representative.

Recruitment and Promotion

Advertisements for posts will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.

Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification which limits the post to this particular group, in which case this must be clearly stated.

All vacancies will be circulated internally.

All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.

All selection will be thorough, conducted against defined criteria and will deal only with the applicant’s suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to job requirements and asked to all candidates.


Employees will be provided with appropriate training regardless of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.

All employees will be encouraged to discuss their career prospects and training needs with their Line Manager or the HR Department.

Grievances and victimization

We emphasise that discrimination is unacceptable conduct which may lead to disciplinary action under the organization’s Disciplinary Procedure.

Any complaints of discrimination will be pursued through the organisation’s Grievance Procedure.


Our objective is to create a climate of excellence not only in our products and services, but also for our employees, persons affected by our activities and the environment. In order to achieve this, the following policy has been established.

Our Environmental Policy commits the organisation at all levels to ensure that we:

  • Identify any risk of pollution arising from any of our activities, products and services, which shall then be either eliminated or effectively controlled to meet or exceed all regulatory requirements relating to the environment.
  • Reduce to a minimum unnecessary use of materials, resources and energy. Reduce to a minimum the environmental effect on all future developments and carry out an appraisal of the environmental effect of sourcing of raw material.
  • Reduce waste to the lowest practicable level ensuring responsible disposal of waste created and received, undertaking environmental audits, measuring the results against established targets.
  • Advocate employee involvement in all environmental matters, providing suitable training and support to all employees with regard to this environmental policy.
  • Minimise adverse environmental effects caused as a result of our activities, products and services.
  • Ensure that any persons working on our behalf are made aware of and agree to comply with this policy.
  • Seek to ensure that products and services supplied or provided by third parties can be used, handled, stored and disposed of in a manner which safeguards the environment and the health and safety of all.
  • Utilise vehicle management systems to ensure maximum efficiency and minimum emissions.
  • Undertake a review of this policy in the light of any new knowledge, changing legislation or public concern.