As we say goodbye to another International Women’s Day this March, we wanted to talk about an issue close to our hearts…the underrepresentation of women in the security sector. In February 2025 the Security Industry Authority (SIA) reported that women constitute a mere 11% of the UK’s private security workforce. Only 54,603 women hold an SIA license in comparison to 446,629 men.
In recent years the government also reported that only 14% of senior leadership roles in security are occupied by women. These statistics underscore the significant gender disparity in the security sector, highlighting the need for continued efforts to improve diversity and inclusion within the industry.
As a Skills Board we’re committed to improving female representation by working to build a more inclusive environment and creating pathways for women to thrive in security roles.
But why is the number of women working in security so low in the first place?
Lisa Baskott, Security Skills Board (SSB) member, serving magistrate of 13 years and Founder of 2nd Line of Defence gave us her unique perspective on the issue and her thoughts on what we can do as an industry to attract more women to the sector.
As a Black woman in the security industry, I’ve been fortunate to carve my own path, but I am acutely aware that for many women of colour, the journey is far from easy. I have seen firsthand the barriers they face – the unconscious bias, the need to prove themselves twice over, the constant battle to be seen and heard. Their experiences have deepened my commitment to challenging inequality and advocating for greater representation in an industry that still has much progress to make.
While many might say I’ve spent my life smashing glass ceilings, the truth is, I never saw those ceilings to begin with. I was raised to believe that my potential was limitless, that I belonged in any space I chose to step into. But statistics tell a different story.
In the UK, there are around 14,500 magistrates, with women making up 57% of that total. Yet within that 57%, only 13% identify as Black, Asian, or from a Minority Ethnic background. And for women who look like me— Black British women—that number shrinks dramatically. I am one of just 43 Black female magistrates in the entire country, making up a mere 4% of all magistrates.
When you consider that Black British people account for 3.7% of the UK population—around 2.4 million individuals—it’s clear that there is still a long way to go in achieving true representation. This isn’t just an issue in the judiciary; it’s a reflection of a broader pattern across industries where women of colour remain drastically underrepresented in positions of power and influence. The numbers speak for themselves, and they demand action.
For many women of my generation, traditional gender roles meant growing up with mothers who stayed at home to raise the children. I was fortunate—my mum was an incredible role model who shaped the way I see the world. She taught me to stand firm in my beliefs, to never shy away from a challenge, and to never let someone else’s opinion define me.
That same ethos is what drives me today. I founded 2nd Line of Defence to embody these values every day—to create real opportunities for women in an industry that has, for too long, overlooked them. My motivation for joining the Security Skills Board is rooted in the same mission: to help pave the way for the next generation of brilliant young women, ensuring they have the representation, opportunities, and support to forge their own paths in security and beyond.
The Power of a Diverse Workforce
Outdated stereotypes about gender roles continue to shape perceptions of careers in security. These aren’t just external misconceptions—they seep into workplace cultures, influencing attitudes, behaviours, and career progression. Women in security often find themselves navigating environments where gender biases subtly (and sometimes overtly) shape how their skills and capabilities are perceived. Leadership roles can feel out of reach, not because of a lack of ability, but because of the persistent barriers—both seen and unseen—that still exist.
On top of this, there’s a huge amount of misinformation about what a career in security actually looks like, which puts many women off from even considering the sector. Ask the average person on the street to describe a security professional, and they’ll likely picture a big, burly bloke in a stiff uniform, wrestling another big, burly bloke out of a pub…but security is so much more. From cybersecurity to counterterrorism, international events to corporate risk management, the opportunities are vast. Right now, we need more women at every level, shaping the future of this industry.
A diverse workforce doesn’t just look better—it works better. Different perspectives bring fresh ideas, innovative solutions, and a stronger ability to understand and serve the needs of a diverse population. More women in security means better collaboration, stronger financial performance, and a more inclusive, forward-thinking sector.
But don’t just take my word for it.
A study by the World Economic Forum found that increasing women’s participation in the workforce leads to greater economic gains than an equivalent rise in male employment, because diversity drives productivity and innovation. Research from the OECD and McKinsey shows that closing gender gaps in the labour market could add trillions to the global economy.
So, this isn’t just about fairness—it’s about building a smarter, stronger, and more effective industry. The time for change isn’t in the future. It’s now.
Attracting the best talent
Challenging outdated stereotypes and advocating for the security sector with passion and conviction isn’t just important—it’s essential. We all have a role to play in shaping a more inclusive and representative industry.
The work we’re doing on the Security Skills Board to professionalise the sector is a step in the right direction. Having strong female representation on the board isn’t just a box-ticking exercise—it’s central to everything we stand for. And the good news? We’re not alone. Change is happening. But as the data shows, there’s still a long way to go.
So, what can you do? My advice is simple:
- Shine a light on the women in your workforce—celebrate their achievements, champion their contributions, and make sure their voices are heard.
- Use inclusive language and imagery across your internal and external communications. If women don’t see themselves represented in your organisation, they’re less likely to consider it as a career option.
- Create a work environment where everyone feels valued. Recognise that many employees—particularly women—juggle care-giving responsibilities at home. Flexible policies and supportive leadership can make all the difference in allowing them to thrive.
- Strong male allyship is critical. If you’re a man in this industry, ask yourself: how are you using your voice and influence to support the women you work with? Advocacy isn’t just about policies—it’s about everyday actions that help level the playing field.
- Engage with the next generation. Get involved in careers fairs, visit schools and colleges, and show young women that security is an exciting and viable career path for them. The future of this industry depends on the talent we attract today.
And finally—take a look around your boardroom, if the faces staring back at you all look the same, then you’re missing out on the richness that real diversity brings.
It’s time to shake things up, challenge the status quo, and make space for different perspectives; because a stronger, more inclusive security sector benefits everyone.
Huge thanks to Lisa for her brilliant and insightful article, you can follow Lisa on LinkedIn to hear more about her work championing inclusivity for the Security Skills Board and our wider initiatives.