The Security Industry Authority (SIA) wants to support the UK private security industry in becoming more equal and diverse. Significant improvements need to be made, the security industry regulator says.
Hence in April 2015 the SIA completed research on gender, ethnic minorities and disabilities. This independently conducted research was comparing the private security industry with such other industries as passenger transport, construction and the police on levels of equality and diversity. It found:
Only 9pc of the SIA’s licence holders are women.
There is a perception that those with physical disabilities are hardly represented (1-2pc) despite only the door supervisor role requiring physical intervention training.
SIA licence holders from ethnic communities believe that they are frequently placed in less attractive or more dangerous roles than their white British colleagues. For example, lone worker guarding roles at construction or transport sites.
On Friday, March 11, the SIA hosted an event in central London on equality and diversity within the private security industry. Some 46 people from various organisations and companies attended and discussed the research findings, shared their experiences and considered next steps.
Why should the industry address its lack of diversity and equality? There was a consensus that a greater commitment to equality and diversity in the private security industry would improve industry perceptions. To secure new talent across a wider pool of candidates that may not ordinarily consider the security industry as a career.
What are the challenges to building an equal and diverse industry? The negative perception of the industry as set in its ways is a significant challenge, the SIA says. Securing a commitment to equality and diversity from buyers of security services, who shape demand, can also be an obstacle. Another challenge is the distinct lack of professionalism and career progression which means certain minority groups are not attracted to working within the industry.
How do you improve levels of equality and diversity? The group discussed the recruitment options as a way to attract more diverse applicants such as highlighting career paths during recruitment. Sharing positive experiences and case studies were popular considerations. This made reference to the presentations from Sodexo and Showsec, private security suppliers seeking to recruit more women into private security roles. A broader aspiration to educate buyers, managers and supervisors was also raised alongside creating a more diverse and professional business culture.
The next steps are for those companies and organisations who attended the workshop to action some of the practical steps discussed to improve equality and diversity in the private security industry.
Elizabeth France, the SIA chair, pictured, said: “At the SIA, we are keen to follow up the research conducted into equality and diversity last year. One of the first steps was to invite debate on the findings, I was therefore delighted by the level of interest shown in the event we held; the range of organisations represented and the real engagement in the discussion suggests that the private security industry is ready to take steps to improve equality and diversity.
“We heard inspiring examples of good practice and had an opportunity to discuss the benefits, barriers and practical steps needed to deliver a more diverse workforce across the private security industry. While it is for the industry to take ownership of encouraging career progression in the sector and building a business culture that attracts more diverse candidates we are ready, as the regulator, to work with the industry to identify ways in which we can facilitate this change; a change we are confident will contribute to raising standards.”
