equality and diversity in the private security industry€¦ · equality and diversity in the...
TRANSCRIPT
JN 2438
Equality and Diversity in the
Private Security Industry
Security Industry AuthorityApril 2015
Background and methodology1
2
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.
1
2
3
4
5
4
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
Background and methodology1
5
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
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
Background and methodology1
23
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
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?
26Base: All participants (339)
% 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
Total Female Ethnic minority
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
Total Female Ethnic minority
% of participants
Q33: Which of the following bands does your average hourly wage fall into?
Background and methodology1
35
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
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
Total Female Ethnic minority
Q6: How did you find your first job in the private security industry?
36Base: All participants (339)
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.
40
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.
42
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
Total Female Ethnic minority
Quantitative
Operatives in the age band “18-29” are
significantly more likely to consider “Police” as the next step in their
security (30%).
Operatives in the age band “45-59” are
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%).
Background and methodology1
50
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
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
57
• 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.
58
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.
Background and methodology1
64
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
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.
65
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.
66
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