Life experiences can be as valuable as job experience. Whether someone has navigated challenges, community projects, cared for family, travelled, studied independently, or reinvented themselves, those journeys shape resilience, empathy, and resourcefulness.
These strengths should be recognised, by not just asking. “Where have you worked?”; instead ask, “What have you learned? How have you grown? What do you value?”. This approach shifts recruitment from a checkbox exercise to a thoughtful conversation, aiming to understand the person behind the profile, their story, their mindset, their potential. Of course, experience and skills still matter, but the right attitude, character, and willingness to grow often outweigh a “perfect CV”. Some of the most successful candidates can come with non-traditional backgrounds allowing them to thrive because they align with a company’s culture and values.
Building a diverse and inclusive security industry
Equality, Diversity, and Inclusion (EDI) is no longer a “nice to have” or an internal checkbox exercise, it's a mindset and a culture. It's a long-term investment in your people and by extension, your brand, your customers, and your future. Companies that embrace inclusive hiring practices and build truly diverse teams are not only doing what’s right ethically, they are also unlocking better performance, innovation, and trust. The most successful hiring strategies today revolve around employer branding, personalised candidate experiences, skills-based hiring and a diverse skill set from situational awareness and de-escalation skills.
Inclusive hiring practices, blind resumé reviews, diverse interview panels, and equitable job descriptions aren’t just fair; they yield stronger teams. As when people feel included, valued, and supported, they don’t just stay longer, they perform at a higher standard. This is especially critical in service-oriented roles, where trust, communication, and professionalism are key.
The security industry has long been male- dominated. Modern recruitment strategies should actively seek to diversify the workforce, welcoming women, LGBTQ+, minorities, and neurodiverse individuals into roles at every level. A diverse team not only reflects the communities they serve, it enhances decision-making, creative thinking and team performance.
Recruitment in security is evolving just like the threats professionals are hired to
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deter. By adopting forward-thinking hiring practices, investing in training, supporting inclusive innovation, promoting diverse leadership and valuing personnel as an essential part of organisational success, companies can build security teams that are not just capable, but exceptional.
Building a diverse and inclusive security industry isn't a one-time initiative, it's a long-term cultural shift. It requires commitment from leadership, community engagement, and accountability and transparency to ensure a secure future is an inclusive one.
Investing in Learning & Development
In security, the role of people is just as critical as the systems, policies, and technologies in place. While surveillance cameras, access control, and risk protocols are essential, they are only as effective as the individuals trained to use, understand, and act on them.
As with many things in life, a balanced and varied approach can often lead to optimal results, by creating diverse pathways to learning and development and cultivating a diverse range of security professionals, from all walks of life and experiences.
Companies should strive for all colleagues, from entry level through to management and beyond, to develop themselves through blended learning. Promote diversity, by showing individuals there are new and alternative routes and pathways to formal qualifications or professional development, and encouraging and supporting them all to follow them. Embracing these different routes to education allows us to bring in “life experiences” as part of the development life cycle and therefore achieve true diversity – the practice or quality of including or involving people from a range of different backgrounds. These include:
• Security Apprenticeships such as Level 2 Professional Security Operative, Level 3 Security First Line Manager, and the new Level 4 Protective Security Advisor.
• Short Courses – regulated courses from SIA Refreshers and First Aid courses to Health and Safety and Fire Safety, as well as in-house, bespoke, and specialist webinars and networking.
• Scenario-based training such as handling escalations, and active threat situations
• Regular up-skilling on tools like CCTV systems, access control tech, and incident reporting software, plus legislation and regulation updates.
• Leadership and communication workshops for front-line supervisors.
• Cross-training to improve coordination with facilities, HR, emergency response, and external agencies.
• Values-based training to reinforce professionalism, inclusion, and ethics.
• E-Learning – this should not just be a “tick-box exercise”, rather a component of the wider learning culture. Short, sharp and focused learning for outside the classroom setting.
As security becomes more integrated with technology and workplace culture, the most valuable asset continues to be people – trained security professionals who understand their environment, lead with integrity, and act with confidence in uncertain situations. We’re not just training for today’s threats; we build teams that can handle tomorrow’s. And that starts by hiring the right individuals, developing their capabilities, and fostering a culture where learning never stops.
Comprehensive learning for real-world readiness
The effectiveness of security professionals hinges on their preparedness, expertise, and ability to adapt to diverse situations. In the security industry, one of the most powerful ways to achieve this is through targeted, high-quality training. The goal should be to equip every security professional with the skills, knowledge, and confidence to respond decisively to incidents – managing challenges dynamically while maintaining service excellence.
Providing rich, meaningful learning experience that combines technical skill- building with personal and professional growth ensures all are not only operationally ready, but also supported in their wellbeing, personal ambitions, and sense of belonging.
Core security knowledge areas
These cover the fundamental concepts and practices necessary to protect people, property, and physical assets from threats like unauthorised access, theft, vandalism, terrorism, and natural disasters. A few to highlight include:
• Situational Awareness – Staying alert, observing surroundings, and assessing dynamic environments to identify potential risks and take proactive measures.
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