Women Find Purpose in Security Careers—but Barriers Remain: SIA

SILVER SPRING, Md. — A new study by BEYOND Insights, in partnership with the Security Industry Association (SIA) Women in Security Forum, reveals that women in the physical security industry are proud of their work and see their careers as meaningful, but still face structural and cultural barriers that limit advancement and retention.

The 2025 Women in Security Career Perceptions Study was conducted “to better understand women’s career satisfaction, perceptions of opportunity and professional development needs within the security industry,” according to the SIA announcement.

The study included an online survey of 261 women professionals and two focus groups segmented by age (under 40 and 40+), representing a diverse cross-section of roles, career stages and organization types.

Data for the Women in Security Career Perceptions Study was collected through an online survey (June–August 2025) and two focus groups (August–September 2025).

The vast majority of women surveyed said they feel connected to their work and the broader mission of the industry.

• 99% said they are proud of their accomplishments in the security industry.
• 92% believe they can have a fulfilling career and achieve financial stability through their work.

Respondents described their careers as both meaningful and impactful, emphasizing the satisfaction of helping keep people and property safe. Many also cited a growing sense of inclusion and representation as the industry evolves, the SIA announcement says.

Women also pointed to the supportive culture among female peers as a source of strength. Mentorship, networking and conferences, including Security LeadHER, were repeatedly mentioned as powerful motivators and retention tools.

What Does the SIA Women in Security Survey Reveal?

Nearly six in 10 women (59%) who answered the survey reported being extremely or very satisfied with their current jobs, most often due to great teams, meaningful work and opportunities to learn and grow.

However, satisfaction levels varied significantly by age, experience and role.

• Older, more experienced women (55+ and those with 10+ years in the industry) reported the highest job satisfaction.
• Midcareer women aged 35–54 and those with fewer than 10 years of experience were the most likely to be exploring new opportunities or considering leaving the field altogether.
• Women in direct security roles were also more likely to express frustration and burnout.

Despite the pride women feel in their work, the study highlights a persistent gender imbalance in leadership and cultural challenges across the industry.

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

The study found that one-third of women in security are likely to look for a new job in the next year, and nearly a quarter (23%) are at risk of leaving the industry entirely. The top reasons for seeking new opportunities included the desire for better pay, career advancement and improved work-life balance.

Mid-career professionals, particularly those with five to 10 years of experience, were the most at risk of departure.

The report outlines several recommendations to help the industry attract and retain women:

1. Target support by career stage, especially for women aged 35–54 and those newer to the industry.
2. Expand mentorship and leadership development programs to reach more women across company sizes.
3. Designate “SIA Ambassadors” within member organizations 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 attrition.

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

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