For many years, the security sector was historically predominantly male, in line with the social role of women who were required to handle household chores. Conversely, men were supposed to work outside the house. This division was in place until major social changes occurred after World War II when women who had worked during the war on a large scale started seeking permanent roles, equal pay, and equal employment conditions. Throughout the decades, women have been plugging in the gaps and excelling in traditionally male-dominated fields like security.
Traditionally, women were almost completely absent from the security domain, but there has been a profound turning point in recent years. Not only are women joining the field, but women are also securing essential positions in both government and private industry. The developments in gender inclusiveness in security roles are also supported by an equally increasing percentage of women being involved in these roles. In 2023, about 25% of security guards employed in the United States were women, which is a significant increase compared to when only a few women were employed as security guards. This indicates the industry’s commitment to diversity and equality.
This article highlights the unique experiences of women in this area, emphasizing their role in breaking the stereotypes, creating female leadership, and the persistent challenges they face.
Historical Perspective on Gender Inequality in Security
The security sector, in general, was traditionally a mirror of the broader gender roles in society, and it led to a situation where the physically demanding and power-oriented posts were reserved for men only. Prior to the twentieth century, women did not play any part in the field, and their presence was not even expected. As a result, the security sector became a hostile environment for women, and many of them were marginalized. And consequently, the stereotype that security is not a female domain was created. There were numerous barriers that the women who wanted to be in a business run by men had to overcome. For example, you may discover that both men and women have equal qualifications. However, women are sometimes overlooked during hiring and promotions because of gender bias. A female security officer was replaced by a less experienced male colleague due to the perceived superiority of men in high-stress environments. Another issue is that a female worker in the security field is likely to face the problem of stereotyping their competence. They continually have to prove their competence, which is especially difficult since they are also required to meet the same standards as their male counterparts. Such an attitude was often observed during public events when women were only given low-risk jobs because they were not trusted to be able to handle more serious situations.
Breaking Stereotypes: Women Making Strides in Security
Even though the road was full of obstacles, many women climbed the career ladder. They became senior managers in the security sector, shattering the stereotypes and making an invaluable input in the industry. These women role models not only demonstrate the potential of women but also nurture other generations to come. One example of a success story is the appointment of Julia Pierson, who became the first woman to direct the United States Secret Service in 2013. Despite being faced with difficulties, Pierson’s leadership had shown the possibility of women making it to high-stakes positions in security at the national level. Moreover, Kiersten Todt, the current Chief of Staff of the Cybersecurity and Infrastructure Security Agency (CISA), has also played a significant role in policy-making on national cybersecurity issues. Her work consists of designing strategies to cope with cyber risks and defend against these risks and also involves building the resilience of physical and cyber infrastructures. These women have not only succeeded at their respective jobs but have also opened a path for other women who wish to succeed in those roles.
Challenges Faced by Female Leaders in Security
Female leaders in the security sector are often confronted with a wide range of challenges associated with millennium-old stereotypes and the systemic bias of the institutions. Sometimes, these barriers make them less productive and even prevent them from moving forward on the job ladder. However, the longstanding gender stereotyping implies that women are not capable of handling the crisis of security, which has traditionally been the man’s job. Let’s discuss some of the the common challenges faced by women:
- Lack of Networking Opportunities: Female leaders may face the problem of the lack of networking opportunities because there is under-representation in upper management and male-dominated industry events.
- Inflexible Working Hours: Many crime prevention jobs are tough; employees often have to deal with long working hours, and some bosses can be inconsiderate, affecting work-life balance.
- Work Isolation: The isolation is yet another significant challenge because being in the minority can contribute to loneliness and lower morale, and this, in turn, causes dissatisfaction with one’s career.
- Resistance From Coworkers: Subalterns and peer resistance resulting from the fact that the military-security system is not used for women in leadership positions is a further complication.
- Pay Inequality: The problem of pay inequality still exists as women are often paid less than men for the same job and comparative competence.
Strategies to overcome the challenges
For the women leaders in the security sector, several strategic approaches can be used as a way of their empowerment and support. They are as follows:
- Training Programs: Specialized leadership training programs can be designed to promote women’s development in their abilities to lead, negotiate, and manage crises.
- Networking Support: As part of the outreach program, women-specific networking events and forums can be organized to provide a sophisticated network of support for women in the industry.
- Flexible Work Options: Implementing flexible work time policies assists in juggling work-related and family responsibilities, leading to heightened job pleasure and retention.
- Inclusivity: Inclusion activities are the key points to eliminate professional isolation and to build up a healthy and diverse workforce.
- Cultural sensitivity training: Cultural sensitivity training will help nullify gender prejudices and give everyone in the organization an understanding of the advantages of diversified leadership.
- Equal Wages: As regular wage equity audits are performed, employees will be paid equally based on gender, thus promoting a working environment of respect and fairness in the sector.
These strategies cumulatively promote a culture where there is space for and support of female leaders in the security sector.
Mentorship and Support Networks for Women in Security
Mentorship and networking are key factors in career growth in the security sector, where a woman may experience difficulties. Mentors are advisers, counselors, and cheerleaders, which helps women stay away from common traps and fast-track their career growth.
Networking is another key way to unlock new opportunities, for example starting a business or building professional relationships. For instance, groups such as the Women’s Security Council (WSC), ASIS International’s Women in Security (WIS), and the International Association of Women in Fire & Emergency Services (iwomen) aid women who have careers in the security industry.
The groups are not only responsible for mentoring and networking but also for pushing for women’s rights, which includes seeking equality in the workplace. They are the ones who develop the programs to increase public awareness of the security challenges women face.
In addition, they lead the achievement of equal organizational transformation that shapes positive environments. These women’s support groups do give female security professionals the necessary confidence and tools to excel in their careers and take on leadership roles in the security sector.
Education and Training Opportunities for Women
Women empowerment in the security sector is only possible through educational programs and professional training, which are crucial instruments to enter a field that for long has been dominated by men but is now increasingly shaped by new technological and strategic requirements. Institutions and organizations now offer programs tailored particularly for women that include technical skills essential for security roles together with social skills such as leadership and negotiations. For example, the Women’s Immersion Academy of SANS Institute focuses on cyber security, offering training and certifications to increase the number of women filling the positions.
Role of Continuous Learning
Continuous learning is an important factor in advancing a career in the security field, where one needs to be well-informed about new threats and technology. Continuous education not only helps female professionals to be competitive but also opens up chances for promotion and recognition. The Executive Women’s Forum is one example of a program that provides continuous learning opportunities, such as conferences, networking, and professional development, that specifically target women’s career growth in information security, risk management, and privacy.
Advocacy and Policy Changes Promoting Gender Equality
Policies and advocacy groups are critical to gender equality in the security sector. Many organizations have taken initiatives such as equal pay projects, quotas for hiring, and leadership training, especially for women. Advocacy groups are constituted by disseminating information, empowering women in the field, and calling for law reform.
Canada is a role model by encouraging sustainable and inclusive gender policies worldwide. Key policies in Canada include:
- Feminist Foreign Policy and Feminist International Assistance Policy: They emphasize women’s issues concerning the Women, Peace, and Security agenda.
- National Action Plan on WPS: Supports national and cross-border initiatives that empower women’s voices in all levels of security governance under the Ambassador for Women, Peace and Security.
- Equality Fund: The fund came into being in 2019 with $300 million supporting women’s organizations in the Global South, which are mainly looking for sustainable financing solutions.
- Leadership in Generation Equality Forum: The main goal of this forum is to make a global feminist move that results from intersectionality, inclusivity, and cooperation.
These policies indicate that the government, in conjunction with international partnerships, is a major step that can be taken to bridge the gender inequality gap.
Future Outlook: Opportunities for Female Leaders in Security
The future of work has been dramatically influenced by female leadership. Experts assume that women will not only be the participants but also perform a massive role in changing traditional business management. The modernized model, which has partly replaced the old male-dominated model, embraces more gender equity at all levels. Women empowerment in the security sector is a necessary step to attain development and advancement. It includes child care, mentorship opportunities, flexible working conditions, the visibility of women’s contributions, leadership and educational programs funding, and more female leaders in senior positions. In addition, diversity, equity, and inclusion (DEI) have to be emphasized to a great extent. These initiatives strengthen all women, including those with disabilities and women of color, and hence, the security workforce is more effective and inclusive.
Inspirational Quotes from Female Leaders
Before we conclude, here are some inspirational quotes for you from powerful women in leadership roles:
- Women are leaders everywhere you go, from the CEO who runs a Fortune 500 company to the housewife who raises her children and heads her household. Our country was built by strong women, and we will continue to breakdown walls and defy stereotypes. – Nanci Pelosi , Minority Speaker, US Congress
- “No country can ever truly flourish if it stifles the potential of its women and deprives itself of the contributions of half of its citizens.” – Michelle Obama, First Lady of the United States
- “In the developing world, it’s about time that women are on the agenda. For instance, 80 percent of small-subsistence farmers in sub-Saharan Africa are women, and yet all the programs in the past were predominantly focused on men.” – Melinda Gates, Co-Chair, Bill & Melinda Gates
Conclusion
Women’s leadership in security is rising, which is a turning point towards a more balanced and inclusive professional environment. This change not only brings new ideas and fresh energy but also inspires young women to dream of leading positions. As the security sector progresses, the career paths for women in security will broaden even more. Let’s encourage all the females who are interested in security leadership positions to reach for the stars and overcome the existing barriers. Share your thoughts or stories about women’s leadership in security and contribute to discussing the need to promote gender equality in the security sector.
