To mark International Women’s Day in March, SJUK hears from some influential figures shaping diversity in the security industry.

The security industry has long been perceived as a male-dominated field, spanning cybersecurity, physical security, intelligence, and law enforcement.

However, women have been making significant strides, challenging stereotypes, and reshaping the industry with their expertise, leadership, and innovative perspectives. 

From ethical hackers to security analysts, corporate risk managers to law enforcement officers, women are playing critical roles in safeguarding businesses, governments, and communities.

Despite the progress, challenges such as gender bias, underrepresentation in leadership, and pay gaps persist.

Yet, through mentorship, advocacy and professional development programs, more women are entering and thriving in security careers. 

This shift is not just about diversity—it’s about strengthening the industry with new perspectives and skills.

As organisations recognise the importance of inclusivity, women are not only securing systems and infrastructures, but also paving the way for the next generation of female security professionals. 

A closer look  

According to Statista, in 2024 there were 432,282 active Security Industry Authority (SIA) licence holders in the United Kingdom, of which 385,158 were men and 47,124 were women.

The SIA is the regulatory body responsible for the private security sector in the UK. Security Guards, CCTV operators and Door Supervisors, among several other jobs require workers to be hold an SIA licence.  

Another report showed that the UK’s cybersecurity industry continues to be overwhelmingly dominated by men.

As of May 2024, women constituted just 17.9% of the workforce, with men making up the remaining 82.1%, according to LinkedIn’s Economic Graph team. 

This imbalance not only means the industry fails to reflect the modern world, but it also seems unnecessary.

In physical security, advancements in technology and communication have created a more level playing field, while in cybersecurity, gender has no bearing on an individual’s ability to effectively counter threats. 

Although the industry is open to everyone, there remains a gap that must be addressed. One way to tackle this is by ensuring recruitment efforts actively engage both genders and increasing visibility outside the industry to highlight the opportunities available to women. 

Additionally, for those already working in the field, it is crucial to showcase the achievements of women to inspire and encourage others in their careers. 

Jane Frankland MBE

Owner and CEO of KnewStart 

When I entered cybersecurity in the 1990s, it felt like stepping into a dynamic, uncharted world. The work wasn’t just pioneering; it was meaningful.

I started by safeguarding systems and data, but as the field evolved, it quickly became about protecting people, businesses and democracy itself.

Yet, I couldn’t ignore the glaring absence of women in the industry. This wasn’t just a workforce issue—it was a security risk.  

This realisation drove me to write IN Security, where I explore how failing to attract and retain women weakens collective safety.

Cybercriminals are diverse, and our responses must be as well.

Diverse teams solve problems better, think more creatively, deliver stronger outcomes, and yes, generate better profits.

Without women contributing at every level, we’re holding ourselves back from tackling threats effectively.  

To drive real change, I launched several initiatives under the IN Security movement and later created The Source, a platform designed to empower women in cybersecurity.

Through mentorship, sponsorship, networking and resources, it helps women not just enter the field but thrive and lead within it.

I’m proud to have provided IN Security scholarships to 442 women, worth a combined USD 800K—an investment in their future and in the industry as a whole.  

These efforts, along with initiatives like women-focused conferences and mentoring programs, have laid the groundwork for progress.

But the gender gap persists, particularly in leadership roles. This must change. Inclusive cultures, representation and support systems are critical for ensuring women feel valued and can succeed.  

Cybersecurity thrives on diversity because threats are multifaceted and so must be our solutions. Women can and are excelling in this field.

With visible role models and a commitment to advocacy and intentional action, we can build a safer digital world that celebrates the power of diversity.  

Dawn Dines

Founder and CEO of Stamp Out Spiking  

I am the driving force behind Stamp Out Spiking, a national charity dedicated to tackling the growing issue of drink and needle spiking.

With over two decades of experience in this field, I have been relentlessly campaigning, supporting survivors of these cowardly crimes, and raising awareness of spiking-related issues.  

I founded Stamp Out Spiking to educate, protect and safeguard, ensuring that legislation keeps up with evolving threats while also helping the security industry and emergency services adopt a coordinated approach to tackling spiking. 

As an experienced public speaker, I was honoured to be called as an expert witness at the Home Office Select Committee on Spiking and to serve as a member of the Department for Education’s University Working Group.

Our charity is now an official partner of the Foreign, Commonwealth & Development Office (FCDO) travel advice, helping British nationals make informed decisions to safeguard themselves when traveling abroad.

I also play an active role in advisory roundtables with New Scotland Yard and Police Scotland, working collaboratively to improve responses to spiking incidents. 

At Stamp Out Spiking, we are proud to be recognised by The Department for Education and Ofqual for delivering the UK’s leading spiking awareness training.

Our Level 2 accredited course, developed with the Skills Education Group and BIIAB, is helping to train security professionals and hospitality staff to better protect the public.  

We are currently working with Highfield Qualifications to integrate online training for door security teams, making it a key component of the new SIA qualification.

We also offer specialised training for hospitality venues and festivals to enhance their safeguarding measures. 

I firmly believe that consistent, practical and area-driven education is the key to tackling spiking. Our work focuses on: 

• Training security professionals, venue staff and organisations with reliable, flexible and evidence-based approaches 

• Using technology and prevention measures to help identify perpetrators, supporting the objectives of Martyn’s Law 

• Enhancing police and NHS responses with dependable investigation techniques and evidence gathering, strengthening public confidence 

• Encouraging collaboration across the security, hospitality and emergency services sectors, using clearly defined data and trends to drive effective solutions 

The support we’ve gained from regulatory bodies, venue operators and advocacy groups, alongside cross-party political backing, highlights the urgent need for a united approach to tackling spiking.

The public is demanding action, and we are here to deliver it. 

If you’d like to get involved—whether through becoming a member, supporting victims, or accessing accredited training for your door security teams or bar staff—please don’t hesitate to reach out. Contact me at dawn@stampoutspiking.org or visit: www.stampoutspiking.org 

Together, we can Stamp Out Spiking for good. 

Shanez Cheytan

Deputy Director for Land Transport National Security in the Department for Transport 

I am the Deputy Director for Land Transport National Security in the Department for Transport.

My team is responsible for the security of the UK’s domestic and international rail networks and road transport, and for crime and policing on the railway.  

I have been a civil servant for over 20 years, working in a wide range of Government departments on policy areas as varied as medicines licensing, food safety and counter-terrorism.

While those roles seem very different, what they all have in common is the ability to change the public’s lives for the better, which is what motivates me.

I was delighted to have my contribution recognised with an OBE this year.  

 One of the many good things about a career in the Civil Service is that you can move around and try different types of roles in different departments.

I tried a range of different policy areas before I came to national security but as soon as I started in the sector I knew it was the right place for me. 

I used to work part-time as a security guard when I was a student, so perhaps that’s where the seed was sown! I find it incredibly rewarding to know that my work can improve the lives of others, making them feel confident to use the transport network to go about their daily lives.

Good security programmes find the right balance between being visible enough to be reassuring (and effective), and unintrusive enough to avoid being a hindrance. 

I get real satisfaction from exploring where that line lies, and knowing that in the worst of circumstances the work my team does contributes to saving lives.   

When I first started working on national security it was a very male-dominated environment. It still is.

But I am pleased to see many more women around the table these days, including in positions of real influence.

I’d like to see more people from ethnic minorities and a range of backgrounds and experiences coming into this world too.

The challenges we face and the nature of the risks we are trying to address are very different to when I started out, so we need fresh insight and new voices to be a part of tackling them.

I’ve really valued the support and camaraderie I have benefited from all sorts of people in the sector, whether that’s been collaborating on specific projects or sharing a knowing look from across the room when dealing with a difficult stakeholder.

It’s a really welcoming environment, so don’t hesitate to join us!  

Anne Marie Chebib

Chair, The United Kingdom Crowd Management Association, (UKCMA)

As a mixed heritage woman in the security industry, I’ve had the privilege of witnessing its evolution over the years—both in terms of its increasing inclusivity and the vital role women play in shaping its future.  

In my experience, the security industry has often been seen as a space where diversity is not always prioritised, but this is changing.

More women are stepping into leadership roles, and organisations are beginning to recognise the importance of diverse teams in tackling the complex issues we face.

Diversity is not just about gender; it’s about creating inclusive environments where everyone’s perspective is valued, and innovation thrives.  

The work being done to promote diversity within our industry is encouraging.

Through initiatives like the UK Crowd Management Association’s (UKCMA) newly formed Diversity, Equity and Inclusion (DEI) working group and mentoring schemes, we are making strides in fostering more inclusive practices.  

The focus on training, mentorship and supporting diversity in security is helping to reshape the industry’s culture.

Additionally, our efforts to create equal opportunities at all levels—from frontline staff to senior leadership—are beginning to foster change.  

However, we must continue to push for more progress.

It is not enough to simply acknowledge diversity; we must actively cultivate it by ensuring everyone have the tools, support, and opportunities to succeed.

By doing so, we create not only a more equitable industry but one that is stronger, safer, and more innovative for everyone.  

Our people are our biggest asset, we should never forget that.  

This article was originally published in the March 2025 Edition of Security Journal UK. To read your FREE digital edition, click here.