– a message from Heather Baily, Chair, SIA
As we celebrate International Women’s Day, I remain immensely proud of all the women who work tirelessly across the private security industry to keep the public safe from harm and protect businesses and premises across the UK.
There are now more than 54,000 female SIA licence holders with more than 38,000 holding Door Supervisor licences. You work in a range of operational settings, including the retail sector, nighttime economy, front of house, close protection, and CCTV monitoring.
You also play a vital part helping to prevent violence against women and girls – especially in the nighttime economy. This is a key priority, and work in this area must continue to be supported by all of us involved in the private security industry.
These are challenging times to be working in the industry, with the threats to public safety and crime trends changing constantly.
Events in Europe in recent weeks remind us that the threat of terrorist activity has not abated. It is vital that we continue to be vigilant, which includes all licence holders ensuring they are up to date on the public-safety-critical training – especially on terror threat awareness – by obtaining the ACT/You can ACT certificate.
I know that, on the front line and in the supervisory positions, this is still a predominantly male occupation. Never underestimate the visible reassurance that a female SIA licence holder offers.
The public sometimes don’t recognise the value you add until they need you. Your presence, professionalism, and the reassurance you provide them is often one of your most valuable skills.
So, on this International Women’s Day, know that I and everyone here at the SIA are proud of your contributions and we celebrate your accomplishments. Happy International Women’s Day to all our female licence holders!
Heather Baily, Chair, SIA
In celebration of International Women’s Day, we connected with 3 women within the apprenticeship space. Apprenticeships offer accessible pathways into the industry, encouraging growth, consolidating learning, as well as, providing support for women who wish to build their careers in security through training, mentorship, and qualifications.
With continued training, and certifications, women on the frontline of the private security industry can be better prepared to keep the public safe from harm and protect businesses and premises across the UK.
Jayne Greaves has been in the private security industry for 28 years. Starting as a frontline officer in 1999 she is now an Apprenticeship Sector Lead for security / assessor / coach / IQA.
Why did you join the private security industry?
I joined the industry pre- SIA licensing in 1997, I left University still wondering what path to take, a good friend of mine was already in the industry and asked me to join them, it was supposed to be stop gap in my career and I have never left!
How have you found the industry?
Pre-licensing was often very interesting, with no regulators in place, post licencing has seen huge benefits to the industry, and these continue as the training and requirements improve.
What has been your career path?
I started in the industry in 1997, very quickly moving onto a training unit allowing new starters to shadow and gain an understanding to the role.
1999 I became a store detective to gain an understanding of the loss prevention world.
In 2001 I returned to my previous employer to become their crime intelligence analyst, working with retailers and police to predict crime patterns, I also ran their retail crime partnership and actively participated on the board of the Midlands regional crime initiative and chaired the local business crime forum.
In 2003 I became a national crime analyst, looking after the UK portfolio for a large shopping centre company.
In 2006, after having my son, and our department being outsourced, I took on the role of Assistant Operations Manager, looking after predominantly the nighttime economy, until 2011 where I moved into the Security Manager’s role looking after all security elements of a multi-million-pound centre, business park and leisure.
In 2015, following some organisational changes I moved into the guest services duty manager role, looking after the daily operations for all soft services, as well as covering maternity cover for the learning and development manager.
My final move happened in 2019 where I reached out to a very old colleague and joined his as an SIA (DS and CCTV trainer)- my accolade to fame. (I trained my colleague as an officer in 1997 when he joined my team.)
When the apprenticeship really started to take off, I joined the apprenticeship team and delivered all apprenticeships from level 2 to 5, I am now sector lead supporting all new coaches in the delivery of the security apprenticeships.
What apprenticeship are you completing (did you complete)? What do/did you hope to get out of it?
I deliver out Customer Service, Operational Security operative, team leading, Security first line manager, facilities operative / facilities supervisor, and operational departmental manager.
What are your thoughts on apprenticeship?
I can see the huge benefit it gives my learners. It gives me huge satisfaction to see my learners grow in their knowledge and skills. Apprenticeships are brilliant for people that want to progress in their career, I can bespoke all delivery to suit the needs of the apprentice and their business to give them the knowledge and skills to climb that ladder.
In your opinion, how can the industry be more inclusive and support more women into the industry?
Challenge outdated views that security is a “man’s job” by showcasing women in leadership roles.
Implement family – friendly policies.
Promote education and training programmes and increase the visibility of women within the industry
Sabina Buz has been in the private security industry since 2011 holding both temporary and permanent positions throughout her career. In this article Sabina shares her experience as a security operative and gives insight into what she believes can make the industry more inclusive and supportive to women.
Why did you join the private security industry?
Opportunities to work in different sectors like retail, corporate, or events and desire to protect people, property, and businesses.
Job security, providing a stable career path. Security jobs are always in demand.
How do you find the industry?
I find it quite challenging and demanding. You have to obtain necessary licences or certifications and gain the experience in entry levels roles before advancing to specialised positions. The industry continues to grow due to increasing demand for safety and asset protection.
Career path
I obtained my first SIA licence in 2011 and subsequently joined a security company as a strategic guard. Shortly thereafter, I was assigned to cover a position in Bishopsgate where I received cross-training for various security roles including logistics officer, front of house (FOH), security control room, loading bay management, and access control. After approximately 4-5 years of filling temporary positions at this site, I was offered a permanent role as a post room operative, which I accepted with enthusiasm. I held this position for five years until a vacancy became available for a security officer on shift. After nearly a year in the role of security officer, I was promoted to the position of shift supervisor, which I held until 2024. In 2024, I received a further promotion to shift duty manager, a position I currently hold.
Apprenticeship
My current employer, in partnership with an apprenticeship training provider, has extended an opportunity to all employees to undertake an apprenticeship to enhance their industry skills. Having accumulated over 10 years of experience in the corporate environment, I expressed a keen interest in exploring facilities management more deeply. Consequently, I opted to pursue a Facilities Management Supervisor Level 3 qualification, which I have now successfully completed, opening up other opportunities rather than just continuing exclusively in security. My employers have been fully supportive throughout this journey. Balancing long shifts in security, whether during the day or at night, with a full-time apprenticeship in a relatively new domain posed challenges. However, the training program, featuring a tailored learning approach and comprehensive one-on-one mentoring, facilitated a manageable and structured learning experience.
The apprenticeship has significantly enhanced my competencies in several areas:
- Advanced leadership skills
- Practical facilities management knowledge
- Improved confidence in decision-making
- Enhanced communication abilities
- Broader industry understanding
Whether I continue to seek opportunities in security or transition to facilities management, this apprenticeship has equipped me with versatile skills for sustained career growth.
In your opinion, how can the industry be more inclusive and support more women into the industry?
In my opinion, the private security industry can become more inclusive and support more women by implementing the following strategies:
Address Gender Stereotypes
Challenge the perception that security is a male-dominated field by promoting success stories of women in security roles. (aka yours truly)
Improve Recruitment Strategies
Partner with women’s organisations and career networks to attract female candidates.
Provide Equal Training & Career Growth Opportunities
Offer mentorship programs for women to guide them in career development.
Implement Family-Friendly Policies
Introduce flexible work hours and parental leave policies to accommodate work-life balance.
Provide safe working conditions, especially for night shifts and high-risk assignments.
Promote Women into Leadership Roles
Encourage more women to take on supervisory and management positions.
Highlight female role models in security to inspire others to join and advance in the industry.
Raise Awareness & Conduct Sensitivity Training
Train all employees on gender diversity, inclusion, and unconscious bias.
Encourage an open dialogue about the challenges women face in the industry.
A seasoned professional in the industry, Tracey Scott Fox has enjoyed 17+ years in the UK Private Security. Currently completing a Level 5 Operations Manager Apprenticeship, Tracey shares her thoughts on the industry, apprenticeships and ways forward to support and encourage women in the private security industry.
Why did you join the private security industry?
I work within a 2nd generation family-run business, starting as a cleaning business in 1988 by my parents, and adding security contracts in 2007. After a career in retail leadership and hospitality I joined the family business in 1994, working my way up to MD after working in all key areas of the business portfolio.
How have you found the industry?
I thrive in fast-paced environments that experience a lot of change. Throughout my 17 years in the industry, I’ve seen a huge amount of change in the expectations for the roles we employ relating to public safety, industry knowledge and general threat awareness. To keep up with these changes, training commands a greater priority – which is a good thing as it helps to raise the overall standards. We still need to work harder at making the industry more accessible to women, but it is great to see things moving in the right direction in recent years with a greater number of women in senior leadership roles within the SIA.
What has been your career path?
When I joined the business, I started in administrative roles which required daily interaction with our frontline teams across the estate. It was a great opportunity to understand what motivates the team and how many opportunities there are to act to help overcome the challenges they face. In all the leadership positions I have gone on to hold, I have consciously remembered the impact of decisions on frontline staff which has helped us keep humanity at the heart of our business. I’m excited about the future of the industry, celebrating 30 years’ service in 2024, and heading into my next decade with a continued passion and confidence.
What apprenticeship are you completing (did you complete)? What do/did you hope to get out of it?
I’m completing a Level 5 Operations Manager Apprenticeship. I am a huge advocate of industry specific training and personal development, and felt the best way to promote and encourage Security Officers within our teams to complete apprenticeships was to complete one myself. Not only does it give me first-hand knowledge to confidently talk about managing the learning experience alongside full-time employment, it’s also a great opportunity to consolidate my 17 years industry knowledge into a formally recognised qualification.
Has the apprenticeship met your expectations?
I have been pleasantly surprised at the proportion of the course content which is directly relatable to the tasks performed in my everyday role, allowing me to deliver my business priorities and the apprenticeship tasks in tandem, making the experience much easier to manage in a busy schedule.
What have you enjoyed/valued most about the apprenticeship?
Having just completed the Coaching and Mentoring module, I’ve enjoyed taking the opportunity to reflect on my leadership style, learning about how small, intentional changes in language and tone can have a significant impact on those we communicate with.
In the time that you’ve been doing this what have you learnt that you did not already know?
I have been surprised at how much I know; even though I’ve been an MD for over 12 years, I wasn’t aware of all the supporting evidence I could provide to support my learning. However, I have learnt to appreciate the power and accessibility of bitesize training sessions and will definitely apply this to our own in-house training packages going forward.
What are your hopes for the future and how can the apprenticeship support this?
As a long-standing champion of the security industry, I am passionate about raising standards in all aspects of security; particularly for frontline officers, so to offer employees an opportunity to formalise their experience and use their knowledge to gain a nationally recognised qualification enhancing their transferrable skills and sense of personal pride can only be a good thing. Offering clear, industry specific career paths for everyone working in security will also help to raise standards and public perception, eventually leading to security officers being valued for the contribution they make to the safety of people and property more than they are now.
In your opinion, how can the industry be more inclusive and support more women into the industry?
One of the biggest hurdles we face with recruitment and retention is the impact of offering roles with long hours and rolling rotas. Shift patterns like these aren’t suited to many families and appear particularly unattractive to women who in many cases are still the primary child carers in families. Anything the industry can do to offer a more flexible approach to working patterns would be a huge step forward for better work-life balance and undoubtedly attract more women into the industry. Also, making sure that training is always representative and relevant to the issues faced by operatives on a daily basis will instil greater confidence in women to enter the industry, and offering attractive employee packages like we do, including use of a holiday home, medical programmes, access to inclusive technology and training platforms, and access to an independent counsellor will also increase the attractiveness of the industry. In addition to this, more comprehensive promotion of success stories of women already in the industry will have a positive impact too.
Would you like to add anything else:
I have also noticed the positive impact that winning awards and participating in industry-wide working parties and groups has had on strengthening my reputation as a female leader in the industry, which then plays its part being influential in maintaining existing contracts and securing new ones. The better we get at telling stories of success and achievement – as well as being open and honest about the challenges we face – the more positive ripples we send out across our peer groups and future employees.