Equality and Diversity in the Private Security Industry€¦ · Equality and Diversity in the Private Security Industry Security Industry Authority ... Equality and Diversity in the

JN 2438

Equality and Diversity in the

Private Security Industry

Security Industry AuthorityApril 2015

Background and methodology1

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2

3

3.1

3.2

3.3

Equality and diversity in other sectors

Equality and diversity in the private security industry

Involvement in the private security industry

Experience of the private security industry

Views on the private security industry

Conclusions and recommendations4

3

Background

Specifically:

• Understand barriers to employment of women across the industry

• Understand employment patterns and any barriers to employment for employees from ethnic minorities including their profile at all levels of the industry and an understanding of the reasons for a lower renewal rate

• Understand the degree to which the industry complies with equalities legislation

• Understand whether barriers to employment exists for any other individuals that share other protected characteristics in the Equality Act 2010

• Benchmark equality and diversity information against other industries and understand reasonable expectations of improvement

To develop the evidence base for critical decisions to be made

by the Security Industry Authority regarding equality and

diversity.

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2

3

4

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Sample & methodology

Desk research

to explore the issue of Equality and Diversity

in other industry sectors and countries. Depth interviews with affiliated associations

Quantitative

to explore SIA licence holders’ views on

Equality and Diversity in the private security

industry

Depth Interviews

with businesses and individual SIA licence

holders operating within the private security industry

Industry sectors:

- Construction- Transport

- Police

Country:

- Australia

339 licence holders, of which:

- 74 female- 52 ethnic minority- 46 with disability

- 29 non-heterosexual

10 private security companies

5 training providers5 recruiters

10 licence holders,

of which:

- 5 female- 5 ethnic minority

Phase 1 Phase 2 Phase 3

• Multiple research methodologies

• 3 distinct, interdependent research phases


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2

3

3.1

3.2

3.3







20

Benchmarking against other sectorsThe proportion of female SIA licence holders is comparable to the proportion of females working in the UK construction industry, yet considerably lower than the proportion of females in the Australian security industry.

SIA Licence Holders 91 9

Australian Security Industry 76 24

Australian Police Force 77 23

UK Police Officers 72 28

Constable rank 70 30

Senior rank (chief inspector and above) 80 20

UK Transport and logistics workforce 76 24

Driving Instructors 84 16

Taxi and Private Hire Services 94 6

Bus Drivers 94 6

Train Drivers 97 3

White Van Drivers 96 4

UK Construction Industry 90 10

Construction related manual trades 99 1

Trade apprentices 98 2

FemaleMaleSector / Industry


23

2

3

3.1

3.2

3.3







Private security industry experienceOperatives from ethnic minority backgrounds are slightly more likely to have been working in the private security industry for a shorter period of time than overall. Women are more likely to be employed by a smaller number of employers than overall.

1

2

5

10

15

27

25

15

0

0

4

13

25

32

22

5

2

6

8

17

8

44

12

4

Less than 3 months

3-6 months

6 months - 1 year

1-2 years

2-4 years

4-10 years

10-20 years

more than 20 years

Total Female Ethnic minority

25Base: All participants (339)

Q1: How long have you been working in the private security industry?

% of participants

Quantitative

Q3: How many employers have you worked for in your private security industry career?

43

32

17

7

% of participants

up to 2 employers3 - 5 employersmore than 5 employersDon't know

44

27

25

4

Ethnic

minority

70

24

4 3Female

Job roles and payWomen are employed in a variety of job roles, predominantly as door supervisors. Operatives from an ethnic minority background are more likely to earn less than £9 an hour than overall.

Q4: What is your main job role?


% of participants

39

13

7

7

4

4

4

2

2

1

1

1

1

1

12

46

15

8

4

1

0

1

3

1

1

0

0

0

0

20

46

10

6

6

4

2

0

0

0

0

4

4

4

2

13

Door supervisor

Manager

Security supervisor

Corporate security officer

Night shift security

Close protection operative

Retail security officer

Head door supervisor

CCTV operator

Cash / Valuables in transit

Security team leader

Store detective

Alarm response security

Building site security

Other


Quantitative

Operatives in the age band “18-29” are

significantly more likely to be door supervisors (61%) than operatives in other age groups.

0

12

21

17

16

9

3

10

5

7

0

13

15

14

19

9

1

8

13

9

0

6

23

29

15

6

2

4

8

8

Less than £6per hour

£6 - £6.99 per hour

£7 - £7.99 per hour

£8 - £8.99 per hour

£9 - £9.99 per hour

£10 - £10.99 per hour

£11 - £11.99 per hour

£12 or more per hour

Don’t Know

Decline to answer


% of participants

Q33: Which of the following bands does your average hourly wage fall into?


35

2

3

3.1

3.2

3.3







Attraction to and recruitment into the private security industryCareer opportunities and job flexibility more likely to attract operatives from an ethnic minority background, while working hours and job diversity are more likely to attract women to the industry. Family and/or social links are particularly important for women when finding a job in the security industry.

27

22

16

14

11

3

2

1

1

4

25

18

32

9

8

0

0

0

0

9

27

10

21

13

12

4

8

2

0

4

Own initiative

Personal recommendation

Family and/or social links

Response to an advert

The Job centre

A recruitment agency

A recruitment agencydedicated to the industry

Training received as part ofa redundancy package

The Help to Work scheme

Other


Q6: How did you find your first job in the private security industry?


Q5: What first attracted you to the private security industry?

% of participants % of participants

31

30

25

24

22

19

18

12

11

7

5

17

25

32

16

22

14

25

22

13

6

3

1

28

35

19

19

31

25

13

12

6

17

4

8

25

Career opportunities withinthe private security industry

Job satisfaction/the work

Interest in public security

Job flexibility

Interest in crime prevention

Working hours

Job diversity

Salary

Career opportunities outsidethe private security industry

Ease of entry

Job status

Other

Quantitative

Operatives in the age band “18-29” are significantly more likely to be

attracted by career opportunities

outside the private security industry

(20%).

38

It’s very difficult in this industry to have a full time career, because we have to offer zero

hour contracts, we can’t offer full time hours for that contract…Security, male

Regressive industry

It’s certainly an archaic industry dominated by middle aged White men.

Security, male

Poor wages

Lack permanent, full time work

Lack of professionalism

Unsafe conditions

Well, it’s not paid how it used to be, so you have to work really long hours to get decent

wages. It’s like £6.50, part time hours.Recruitment, male

Often, there should be a certain number of guards on duty, but clients scrimp and only

have one. It’s dangerous.Licence Holder, male, Asian

Now there is a real risk to life, guards are wearing stab vests and gloves. But

they’re being rewarded with less money and employers who are just farming people out because they’ve got an endless supply of people with

badges from the job centreLicence Holder, male, Asian

We really need to make this more like a profession. There is no

training, no CPD, no standing…Recruitment, Male

An industry becoming more

challenging operationally …

… and less rewarding

professionally

Qualitative

Perceived unattractiveness of the industry There is widespread identification of issues within the industry that could make it less attractive to all potential candidates.

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Clients sometimes refuse to employ females Some security and recruitment companies have experiences of clients refusing to employ women, especially on door supervising

Women not attracted to the industryThe most significant reason for the underrepresentation of women in private security is identified as the lack of women applying for work in the industry. Reasons for this may include perceptions that it is:

• a job that requires physical strength

• a violent and dangerous job

• an industry that is male-dominated

• an industry which has structural issues (low wages, poor retention…)

Perceived incompatibility with family life Some women, including those in the industry, consider the requirement to work long shifts, often at night, as difficult to manage around a family.

Door supervision is potentially very dangerous indeed and wouldn’t appeal to any women I know

Security , male

The majority of women would see it as male-dominated, definitely

Security , male

It’s a very macho perception, male stereotypes of the bouncer,

always a manTraining, female

But you can make it as a family life. I know two girls who have a family and they get on with it

Licence holder, female

We have clients who have a problem with having women on their doors, which is frustrating if I’m honest.

Security, male

If you have a family to look after, that just doesn’t go together with security work

Recruitment, female

Let’s face it, there are a lot of sexist men in the industry, you expect it,

because it is a violent industryLicence holder, Female

Qualitative

Barriers to entering the private security industry - womenThe perception is that females are not attracted to the industry, partly because of pre-conceived assumptions about it being male-dominated or requiring physical strength.

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English language deficiency is a significant barrierSecurity companies, recruiters, training companies and licence holders (including those from ethnic backgrounds), identify poor English language skills as being the biggest barrier to employment in the industry.

Communication skills are frequently cited as one of the most critical competencies for successful work in the industry.

“Institutional racism” from clients or colleaguesSome security and recruitment companies have experienced clients specifying that they want all White teams, this is described as “institutional racism”, often extending beyond the industry itself.

Most companies have not noticed lower retention or renewal ratesMost find this trend difficult to explain, although a few Asian participants offer some interpretation.

I’ve had it where clients say “I don’t want that guy”, because he’s Black Jamaican and there is this perception that he’ll be lazy and not reliable

Security, male

It’s the level of English really, because so much of the job is

communicationTraining, male

From my own experience, honestly, I think it’s a cultural thing. We’re supposed to be going into a more professional

role than this industry. If I was to do this full time, it wouldn’t be seen as a good career.

Security, male, Asian

The Asians, we’re always put anywhere, on hard sites, on the frontline. Some recent immigrants,

they are less likely to complainLicence holder, male, Asian

The thing I think they are doing wrong is people coming in from other countries. Let us do it in

this country, British people. Licence Holder, Female

It comes down to whether English is a first language

Security, male

The challenge is language, understanding and communication. Imagine you’re in a loud club, they have to be able to understand and read situations, it’s about nuance.

Recruitment, male

How does a person who doesn’t speak English resolve a

conflict?Licence Holder,

female

The language barrier, if you don’t speak proper EnglishLicence Holder, male,

Black African

Qualitative

Barriers to entering the private security industry – ethnic backgroundThroughout the industry English language deficiency is identified as the main barrier to those from ethnic backgrounds joining the sector. There is some “institutional racism” that is not industry-specific.

Experience of working and progressing in the private security industryFemale operatives are more likely to have had a very positive experience of working in the private security industry than operatives from an ethnic minority background. Operatives from an ethnic minority background are more likely to consider it difficult to achieve career progression in the private security industry.

Q10a: In general, please tell us whether your experience of working in the private security industry has been very positive, slightly positive, slightly negative or very negative.

Base: All participants (339)

38 19 22 14 8

% of participants

43

62 16 9 10 3

44 21 15 8 12

Total

Female

Ethnic minority

Quantitative

28 17 22 24 9

very positive slightly positive neither positive or negative slighlty negative very negative

48 21 14 17Non-heterosexual

With disability

Operatives in the age band “30-44” (13%) are significantly more likely

to have had a very negative experience

working in the industry than operatives aged

18-29 (3%).

Q11a: Based on your own experience, how easy is it to achieve career progression in the private security industry?

8 19 31 22 15

% of participants

11 23 33 20 5

7 9 26 28 22

very easy fairly easy neither easy nor difficult fairly difficult very difficult

Total

Female

Ethnic minority 8 19 25 25 19

Non-heterosexual 10 28 31 21 2

With disability

Operatives in the age band “18-29” (33%) are significantly more likely

to consider career progression to be fairly difficult than operatives

aged 30-44 (16%).

Next step in private security industry careersFemale operatives are more likely to be happy to remain in their current role. Ethnic minorities more likely than others to be aspirational.

48 Base: All participants (339)

Q13: Which role(s) do you consider to be the next step in your private security industry career progression?

% of participants

22

19

19

19

16

12

6

4

3

2

1

1

1

1

1

13

20

11

18

8

9

3

1

1

1

0

0

0

0

0

31

23

25

15

15

8

2

8

2

4

2

2

0

0

0

Manager

CCTV operator

Close protection operative

Security supervisor

Security team leader

Head door supervisor

Door supervisor

Corporate security officer

Cash / Valuables in transit

Alarm response security

Store detective

Key holder

Retail security officer

Building site security

Night shift security

38

9

9

3

8

3

47

3

8

1

10

5

25

17

4

4

13

2

Happy to remain in currentrole

Police

Not looking to pursue aprivate security career

Armed services

Other

Don't know


Quantitative


significantly more likely to consider “Police” as the next step in their

security (30%).


significantly more likely to be happy to remain in their current role (47%).

49

36

29

26

21

18

10

6

12

44

29

28

29

28

24

14

4

15

52

33

27

27

17

35

8

12

Financial, e.g. costs for relevant training courses

Lack of opportunity, e.g. no roles to progress to

Competition, e.g. others are applying for the

same role(s)

Time commitment, e.g. for training courses

and/or gaining experience

Family, e.g. compatibility with family life

Overcoming perceptions of peers or managers,

e.g. racism and/or sexism

Physical; e.g. fitness and strength

Other (please specify)

No challenges expected

% of participants

Challenges for career progressionOvercoming perceptions of peers/managers is a key challenge for both female operatives and those from an ethnic minority background.

Q14: In general and based on what you know of the private security industry, which of the following do you consider to be challenges for your career progression?

Base: All participants (339)49

Quantitative

Operatives in the age bands “18-29” (41%) and “30-44” (34%) are significantly more likely to consider competition to be a challenge than those

aged 45-59 (21%).


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3.1

3.2

3.3







Trusting the SIA to ensure equality and diversityFemale operatives are more trusting of the SIA as an organisation to ensure equality and diversity across the private security industry than other operatives.

Base: All participants (339)

Q19a: Based on what you know about the Security Industry Authority, would you say that you trust it as an organisation to ensure equality and diversity across the private security industry?

“Because it's good that laws are put in place to protect the industry and good training with a

recognised certificate.”(Ethnic minority, 4-10 years in the

industry)

“Nothing is done. Lots of cases are brought up then get swept under carpet.”

(Female, 2-4 years in the industry)

…no trust … trust

The SIA do their checks to ensure they are employing the right people/they follow government procedures/ proactive in prosecuting or removing non-licensed operatives (23%)

“Random inspection visits should take place at company offices to ensure industry compliance

at all times.”(Male, more than 20 years in the industry)

“Because it's function is enshrined in law so it will enforce equality and diversity.”

(Ethnic minority, 4-10 years in the industry)

56

27 35 13 10 15

% of participants

43 34 8 4 11

35 21 19 12 13

yes, definitely yes, probably no, probably not no, definitely not not sure / don't know

Total

Female

Ethnic minority

Q19b: Why do you trust / not trust the Security Industry Authority to ensure equality and diversity across the private security industry?

Not an organisation fit for purpose/no help with badge renewal issue/rude and ignorant staff/don’t trust them/have reported people working illegally and the SIA hasn’t done anything about it (14%)

Quantitative

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• Develop permanent contracts

• Develop industry CPD and training offers

• Change perceptions of “fat white bouncers”

• Emphasise breadth and variety of roles

• Make industry less violent / dangerous

• Provide guidelines on workers’ rights

Most see the priority role of the SIA being to professionalise the industry

We want to keep good people in the industry and promote it as a

profession but it’s hard to talk about a profession and then poor wages

too…Security, male

You can have a poster girl, but in reality a lot of people don’t want to work in the industry because of how

it is. The SIA has a custodian responsibility to look after the

profession of security. To enhance the position of the profession and

make it more attractive to all. Security, male

The main thing they need to do is to create further awareness in all walks

of life and make security a good profession to go into. It’s a

profession now, not just a job. They need to spend time doing that rather

than targeting anyone specifically Recruitment, female

Qualitative

The SIA’s role in the industryThere is a widespread desire for the SIA to take a proactive role in improving industry standards and to enhance its reputation as a profession.

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Most are sceptical about targeted campaigns from the SIA and would prefer a more holistic approach to improving conditions in, and perceptions of, the

industry, hence attracting a broader spectrum of candidates

• Emphasise skills other than physical strength required for security roles

• Consider training between door supervision and security guarding to provide more options for females

• Highlight roles which females appear attracted to and to which they seem attracted e.g. Events, Searching, Hospitality

• Develop a language and communications competency testing system within the badge training, to ensure standards and certify all licence holders have the required standard

• Explore opportunities for encouraging those with disabilities into managerial and / or office-based roles (CCTV)

• Emphasise skills other than physical strength required for security roles

It’s a mistake to single anyone out. Their campaigns should raise standards and break down barriers across the board, to attract a

wide spectrumSecurity, male

It’s a difficult one, no I don’t think they should target. People will want to do it or they won’t, but making it

more attractive will helpTraining, female

I don’t think they should discriminate in any way at all

Recruitment, female

Qualitative

The SIA’s role towards minority groupsThere is limited support for the SIA specifically targeting minority groups. Instead a more holistic approach is suggested to improve the industry as a whole, which would in turn attract a wider spectrum of people.


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3.2

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ConclusionsWhile female operatives as well as operatives from an ethnic minority background or with a disability consider entry into the private security industry more difficult than overall, female operatives are more likely to have a positive experience of the industry and intend to remain in the industry for the foreseeable future.

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Attraction• Job satisfaction• Working hours• Family / social links key

• Career opportunities• Job flexibility

• Job satisfaction• Career opportunities

Entry• More likely to consider it

more difficult

• More likely to have found it “very difficult”

• Least likely to have found it “very easy”

• More likely to have found it “very difficult”

Barriers

• Lack of attraction (male dominated, violent)

• Perceived incompatibility with family life

• Language barriers• Institutional racism from

some clients

• Safety implications of employment

• Self-regulating process

Experience• More likely to have had a

very positive experience

• Placed in less attractive roles

• Limited to elementary roles

• Less likely to have had a positive experience

Future

• Most likely to be happy to remain in current role

• Less likely to be concerned about job security

• Less likely to be looking for opportunities elsewhere

• More likely to consider career progression difficult

• More likely to be concerned about job security

• More likely to consider career progression difficult

Most companies have not noticed lower retention or renewal rates

Younger operatives are significantly more likely to be actively seeking employment

elsewhere

RecommendationsThere are clear action points the SIA should address in order to make the private security industry an increasingly attractive industry to work and progress in, irrespective of gender or ethnicity.

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Making the industry more Attractive / overcoming barriers

• Emphasise breadth and variety of roles

• Change perceptions of “fat white bouncers”

• Make industry less violent / dangerous

Improving experience

• Develop industry CPD and training offers

• Provide guidelines on workers’ rights

Ensuring future involvement • Develop permanent contracts

Action Points Measures

Documents

Equality and Diversity in the Private Security Industry€¦ · Equality and Diversity in the Private Security Industry Security Industry Authority ... Equality and Diversity in the