Apprenticeships are equally as important. At Mitie, over 450 security colleagues have enrolled in an apprentice scheme in the past two years, developing skills across areas from leadership and management to data and AI. For us, this is helping to build a stronger pipeline of future supervisors, managers and specialists who can meet evolving client needs and support the continued modernisation of the profession.


As the founder and former chair of the Security Skills Board, I have seen first-hand the importance and effectiveness of collaboration between employers, industry bodies, training providers and policymakers. Initiatives such as the National Security Skills Academy have an important role to play in widening access to training, mentoring and development.


As private security plays a greater role in protecting people, places and critical national infrastructure, the expectations of the profession will continue to grow. Meeting those expectations will depend on sustained investment in people alongside technology, and stronger collaboration across the sector to develop the skills needed for the future.


The opportunity ahead


Technology will continue to transform security, but it will always be a people profession. People build trust, make complex decisions and ensure new technologies are used responsibly and effectively.


Removing barriers, unlocking potential


We need to tackle the barriers that prevent people from developing long-term careers if we are to build the workforce the security sector needs.


The National Security Skills Survey found that funding (66%) and accessibility to training (44%) remain significant obstacles to career development. Our Security Radar 2025 report tells a similar story, with many organisations (69%) identifying a lack of specialist skills and certification as a major hiring challenge.


Training can no longer be treated as a compliance requirement but should be recognised as a strategic investment in the future of the profession. With more than half of SIA licence holders aged between 22 and 40, the industry already has a strong pipeline of future talent.


Amongst our Mitie colleagues, the appetite to learn is clear. Over the past year, more than 8,500 colleagues have completed


Mitie’s security learning programmes, such as CCTV operations and conflict management. Our Digital Academy is also helping colleagues develop the digital, data and AI skills modern security increasingly demands. This is helping colleagues progress into more specialised and leadership roles, while ensuring customers can benefit from the technologies and intelligence-led approaches that are becoming increasingly important to effective security operations.


Strengthening the security talent pipeline


While organisations recognise the importance of securing long-term investment in developing talent, it is not always straightforward. Investment in people needs to be viewed in the same way as investment in technology. Both are essential, but the latter cannot deliver its full value without the former. However, failing to invest comes at a cost; it can undermine resilience, limit career progression and make responding to emerging threats harder.


© CITY SECURITY MAGAZINE – AUTUMN 2026


We must invest, create opportunities and build careers that attract and retain talented people. By doing so, we can develop professional standards, build a more resilient workforce and ensure the industry is equipped to meet future challenges.


If we get that right, we will strengthen not only individual businesses, but the profession, where talented people can build rewarding careers, and the sector will be better prepared for the challenges and opportunities ahead.


Jason Towse Managing Director Business Services, Mitie


www.mitie.com/intelligence-services


www.citysecuritymagazine.com


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