SIA Women in Security Forum 2025 Study: Women Find Purpose in Security Careers—but Persistent Barriers Remain

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. 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.

Why It Matters

These findings underscore why supporting women in security isn’t just a matter of fairness—it’s a business imperative with far-reaching impacts on talent, innovation and industry growth.

• Talent defines the future of security. As technology evolves, the industry’s ability to innovate depends on attracting and retaining diverse professionals with new perspectives and skills.
• Women represent an untapped opportunity. Despite growing participation, women remain underrepresented in leadership and technical roles, limiting the industry’s potential for creativity, collaboration, and growth.
• Retention challenges risk progress. Midcareer women (ages 35–54) and those with under 10 years of experience are the most at risk of leaving the industry—taking  valuable expertise, relationships and institutional knowledge with them.
• Creating inclusive pathways benefits everyone. Expanding mentorship, leadership development and visibility for women fosters stronger teams, drives innovation and positions the security industry as a modern, forward-thinking field.

Women Are Proud, Purpose-Driven and Finding Fulfillment

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. “Since I’ve started, there’s definitely been an increase of women in the industry and the conversations around what safety means to different people,” shared one focus group participant.

Women also pointed to the supportive culture among female peers as a source of strength. Mentorship, networking, and conferences like Security LeadHER were repeatedly mentioned as powerful motivators and retention tools. “It’s incredible to see 500 women in a room talking openly about career and leadership. It’s empowering,” said one participant.

Satisfaction Is High—but Uneven

Nearly six in 10 women (59%) 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.

Persistent Barriers and Biases

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.

Focus group participants shared personal experiences of not being taken seriously, being overlooked in client interactions, or being pigeonholed into administrative roles. One participant noted, “If you’re at a trade show booth, people still approach the men first. They assume the women are there for support, not expertise.”

Risk of Attrition

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.

Midcareer professionals, particularly those with 5–10 years of experience, were the most at risk of departure. “At around 10 years in, women become highly marketable, and sometimes the best way to get ahead is to go elsewhere,” one focus group member explained.

Opportunities for Industry Action

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.”

Summary of Findings

Survey and focus group data reveal key themes around women’s engagement, opportunity and career progression, highlighting where the industry is succeeding and where gaps remain.

• Women are deeply connected to the industry. They take pride in meaningful, mission-driven work and see long-term potential for fulfilling, stable careers in security.
• Progress is happening, but unevenly. While representation and visibility have improved, the industry remains male-dominated, with persistent barriers to advancement, recognition and inclusion.
• Mid-career women are at greatest risk. Those aged 35–54 or with under 10 years of experience report lower satisfaction and higher intent to leave, signaling an urgent need for targeted retention strategies.
• Leadership and mentorship make a difference. Women who engage in professional development, certification, and mentorship report higher satisfaction, stronger commitment and a greater sense of belonging.

The opportunity is clear. By expanding access to growth programs, strengthening allyship and elevating women’s voices, the security industry can unlock untapped talent, innovation and long-term success.

---

About the Study

The 2025 Women in Security Careers Perception Study was conducted by BEYOND Insights, a market research firm serving the security industry, in partnership with the Security Industry Association. Data were collected through an online survey (June–August 2025) and two focus groups (August–September 2025). The study examined perceptions, satisfaction, barriers and development opportunities among women across all career stages and roles within the physical security sector.