However, I have to say this latest feature was marred by male bias. To illustrate my point, the exclamation mark following the comment: “Donna also took time out to have a couple of children, too!” was either a typing or grammatical error (neither of which we ever see in Security Management Today) or indicates a hint of sexual bias from the authors.
Why exclaim surprise? Why is this so remarkable? Is it unexpected? Why not mention how Donna Boote, with two children, took a stand against her employers – the Ministry of Defence – and helped move rights for mothers forward? What impact – if any – did that have on her later career in civilian life, and what does that suggest to us all?
I am also a little troubled by the statistics used in the article, which were unresolved. What percentage of women who enter the security profession choose to progress to the top roles, and how many are rejected simply because they’re female? What’s the pay difference in the profession between male and female ‘leaders’, and why does one exist at all?
It’s an irrefutable fact that the security industry employs more men than it does women. We can say with certainty that our profession now boasts a female populus representing over 10% of the total workforce. That is a 3% improvement over five years. Control data shows this number to be rising. Why is it doing so?
Does the fact that the workforce is just shy of being 90% male mean that the industry is ‘dominated’ by these men? What’s the article trying to convey with this expression? What’s the combined impact of both the law and social factors in all of this?
Without thorough and detailed investigation it’s uncertain as to exactly why the number of females in prominent security roles is so low. I would point to a college leaver survey we conducted some years ago which asked the question: “Which profession would you join?” The security profession was mentioned by less than 5% of respondents. If you take that to be a benchmark, then we’re converting more women to join the security profession. That surely has to be a plus-point?
I will not dwell on what I perceive to be the article’s other negative aspects. Rather, I wish to state that we have a number of role models who just happen – by dint of birth – to be female, and some of them have chosen to take on significant roles. The most obvious is, of course, Dame Stella Rimington, but the former director general of MI5 is far from alone. We have an excellent network of women in key roles at all levels throughout the UK.
I do wish to congratulate the authors for talking about this subject, and for choosing such a credible example, but very much regret that such an interesting and worthy subject was diluted and the statistics used erroneous.
Brian – why not extend your excellent article on Local Employment Partnerships (‘Partnership material’, SMT, June 2008, pp31-33) and work with JobCentre Plus to investigate this subject and move it centre stage?
Del Hunter, FREC FInstSMM Director, SSR Personnel Services
The Editor: Thank You for your excellent Letter To The Editor, Del. This is an emotive issue that demands to be tackled. If there’s any active discrimination in our industry we are not being too clever. Women have a perfect skills set for our business, which is people-based and customer-facing.
I’m very grateful to Graham and Tom for writing the piece, and to you for furthering the debate. I will certainly look into your suggestion re: JobCentre Plus.
By the way, the exclamation mark in the sentence you quote is indeed part of the original copy. We didn’t make any subbing mistake. I value my readership and this profession of ours far too much to accept lax editorial standards.
