Pride, progress, and the path forward

The physical security industry is undergoing a transformation - and women are at the heart of it.

According to the newly released 2025 Women in Security Career Perceptions Study, conducted by BEYOND Insights in partnership with the Security Industry Association (SIA) Women in Security Forum (WISF), women in the field are finding deep purpose in their work. Yet, despite growing representation, they continue to face systemic challenges that threaten retention and advancement.

The study, based on a survey of 261 women professionals and two age-segmented focus groups, offers a nuanced look at how women perceive their careers in physical security. The findings reveal a complex landscape: one of pride and fulfillment, but also of persistent barriers and a looming risk of attrition.

One of the most striking findings of the study is the overwhelming sense of pride and purpose among women in the industry. An impressive 99% of respondents said they are proud of their accomplishments, and 92% believe they can build a fulfilling, financially stable career in security.

Participants emphasized the meaningful nature of their work - protecting people, assets, and communities - and noted a growing sense of inclusion as the industry evolves.

Many highlighted the importance of peer support, mentorship, and events like Security LeadHER, which foster connection and empowerment. As one focus group participant shared, “It’s incredible to see 500 women in a room talking openly about career and leadership. It’s empowering.”

While nearly six in 10 women reported being extremely or very satisfied with their current roles, satisfaction levels varied significantly by age, experience, and job function.

• Women aged 55 and older, and those with 10+ years in the industry, reported the highest levels of job satisfaction.
• In contrast, mid-career professionals - particularly those aged 35 to 54 or with five to 10 years of experience - were more likely to be exploring new opportunities or considering leaving the field.
• Women in direct security roles expressed higher levels of frustration and burnout, pointing to the need for more support in frontline positions.

Despite the progress made in recent years, the study underscores that gender-based challenges remain deeply entrenched:

• 81% of respondents cited a “good old boys’ culture” that disadvantages women.
• 91% believe women must work harder than men to achieve the same promotions.
• 82% said women have fewer opportunities for advancement.
• Two-thirds reported that men hold the majority of leadership positions in their organizations.

Focus group participants shared personal stories of being overlooked in client interactions, pigeonholed into administrative roles, or not taken seriously at trade shows. These experiences reflect a broader cultural issue that continues to limit women’s visibility and influence.

Perhaps most concerning is the risk of attrition. The study found that one-third of women are likely to seek new jobs within the next year, and nearly a quarter (23%) are at risk of leaving the industry entirely. The top reasons? A desire for better pay, career advancement, and improved work-life balance.

Mid-career professionals are especially vulnerable. As one participant noted, “At around 10 years in, women become highly marketable, and sometimes the best way to get ahead is to go elsewhere.”

To address these challenges and unlock the full potential of women in security, the report offers five key recommendations:

1. Target support by career stage, with a focus on mid-career professionals and those newer to the industry.
2. Expand mentorship and leadership development programs to reach more women across organizations of all sizes.
3. Designate “SIA Ambassadors” within member companies to promote awareness of resources and events.
4. Encourage male allyship and leadership accountability to foster inclusive cultures.
5. Prioritize flexibility and work-life balance to reduce burnout and improve retention.

The bottom line? Women in security are not just surviving - they’re thriving. They are proud of their work, deeply connected to the mission, and eager to grow. But to retain this talent and ensure long-term industry success, organizations must address the barriers that still stand in the way.

As the report authors conclude, “Women in security are deeply connected to their work and want to stay. The challenge is ensuring they have the opportunities, support and visibility to thrive.”

The opportunity is clear. By investing in inclusive leadership, mentorship, and career development, the security industry can build a stronger, more innovative future - powered by the full spectrum of talent it has to offer.