About

‘Looking after the things people care about, wherever they are’.

Texecom’s electronic security products and services protect millions of people and properties around the world.

Texecom is leading the way with digital and cloud-based solutions, adding value and providing interoperability with wider security and building management systems – offering increasingly connected, intelligent and dynamic solutions to meet the world’s future security challenges.

Texecom is a Halma Company. Halma plc is a global group of life-saving technology companies. Halma companies provide innovative solutions to many of the key problems facing the world today, from water security to preventable blindness.
 

Make it safer

Our people and our products make the world safer.
Our products keep watch over the things people hold precious.
We’re here to make trouble for our competitors, because we believe that our
products do a better job protecting people and property than theirs do.

Make a difference

We encourage innovation. We challenge comfort zones.
We question the way we do things, and don’t always take the easy option.
We each have an opportunity and obligation to build a legacy;
to leave things better than how we found them.

Make it fun

Passion takes root in an environment that is pleasant and contagiously enthusiastic;
an environment where new challenges are found and embraced every day;
where friendships are established and diversity is celebrated.
If it’s not fun going to work every day, it’s not worth doing.

Make it here

“Here” is wherever it needs to be to best serve our customers and our business.
As we grow, we will need to be as close to our customers as possible.
There is no substitute for local knowledge combined with world-class service and support.
Integration of local expertise, local design and local manufacturing in
our key territories is important to achieving our full potential.

Make our partners happy

Our customers. Our colleagues. Our suppliers. Our shareholders. Our friends.
We strive to deliver products of exceptional value and quality.
We strive to treat our partners with respect and to deliver on our promises.
We strive to achieve exceptional results in everything we do.

Make each other better

Every individual has untapped potential.
Our business seeks to identify and develop these capabilities in all of us.
We treat each other with integrity and fairness. We commit ourselves to training and coaching.
We build confidence and responsible behaviour through empowerment and support. 

Texecom operates to a Business Management System certified to ISO 9001:2008 and OHAS1801:2007. The Quality Policy of this company is formalised and documented in the Business Management System.

ISO 9001:2015 Certificate

OHAS 18001:2007 Certificate

Quality Policy Statement

At Texecom we recognise the compelling moral and business cases for diversity and inclusion at work. We see diversity and inclusion as an essential part of our productivity, creativity, innovation and competitive advantage. Texecom firmly believe that our workforce is better when it reflects the diversity of talent in the communities in which we operate, and we strive to build a balanced and diverse workforce.

 

Our diversity and inclusion practices seek to ensure equality of opportunity and treatment for all. We work hard to ensure that opportunities are made available to all the diverse talent we need to succeed.

 

Gender pay gap data allows us to assess the impact of our diversity and inclusion practices on gender equality. We are confident that men and women are paid equally for equivalent work at Texecom.

 

2020 Gender Pay Gap

We have made strong progress implementing initiatives to address the gender pay gap, notably through inclusive and diverse recruitment, company-wide diversity and inclusion training, flexible working around childcare to help with COVID restrictions, and a new, enhanced, parental leave policy.

 

While the response to the first wave of the COVID pandemic has had an impact on our reported gender pay gap figures, our underlying gender pay gap data shows strong progress in the past year. Adjusting to remove the impact of temporary COVID restrictions demonstrates a median pay gap of 0.9% (a reduction from the prior year’s gap of 12.8%). Adjusted mean or average pay gap reduced to 29.6% (from 30.1%).

 

Company Initiatives & COVID-19 Response

Our strong progress has been the result of a number of company-wide initiatives that continue to make Texecom an inclusive and flexible working environment:

 

• We ensure that diversity is considered in all hiring decisions
• Through training, support and flexible working practices, we ensure Texecom is an inclusive place to work
• Our parental leave policy offers 14 weeks full pay regardless of gender (Halma group policy)
• We launched ‘Accelerate Inclusion’, a diversity and inclusion (D&I) programme that promotes company-wide discussion on D&I, creating awareness, driving behaviour change and helping create an inclusive working environment
• Created an internal Mental Health team, raising awareness of mental health issues, providing guidance and best practice to support positive mental health, and offering a confidential service for team members that need individual support

Throughout the COVID pandemic, we have provided additional support to our team members:

 

• Texecom did not participate in the UK Government furlough scheme. However, Texecom did implement a self-funded furlough scheme, equivalent to the UK Government scheme, to support and retain staff members who were temporarily not required during the initial surge of the pandemic
• Our ‘TexecomUnity’ internal communications app has provided a critical service communicating company-wide notifications and updates in response to ever-changing government advice
• We have encouraged and facilitated home working and flexible working practices to protect staff and to help with childcare and other family support requirements

2020 Reported Figures

The underlying gender pay gap data at Texecom is still reflective of us currently having fewer male colleagues in less highly paid occupations, and fewer female colleagues represented in senior roles.

 

However, our strong progress has not been reflected in the 2020 reported data, as these results have been significantly impacted by the dramatic market conditions caused by COVID-19.

 

The self-funded furlough scheme had a significant impact on our reported gender pay gap data. Male colleagues in less highly paid occupations were disproportionally affected by the internally funded furlough scheme, which temporally, and artificially, increased the reported gender pay gap.

 

Accordingly, during the 2020 reporting period, our median pay gap was 34.2% (an increase from the prior year’s gap of 12.8%). Our mean or average pay gap for the same period was 37.4% (increased from 30.1%).

 

Had the self-funded furlough scheme not been in place, our gender pay gap data would have shown significant progress. Adjusted figures removing the impact of the internally funded furlough scheme would have reported our median pay gap of 0.9% (a reduction from the prior year’s gap of 12.8%). Adjusted mean or average pay gap reduced to 29.6% (from 30.1%).

 

We are confident the longer-term trend will improve, and our continued efforts will help close the current gender pay gap and achieve our diversity goals.

 

Gender Equality Statement 2020

Gender Equality Statement 2019

Gender Equality Statement 2018

Gender Equality Statement 2017

 

Texecom has put measures in place to keep employees safe during the outbreak of COVID-19. We have enforced several procedures and precautionary measures to limit the opportunity of further viral spread and allow everyone to continue working to the best of their ability, in a clean and safe environment.

View the Texecom COVID-19 Safety Report here