The Impact of Diversity, Equity and Inclusion on Your Security Career

The corporate security profession has historically lacked diversity within its professional and executive levels. Fortunately, the issue is beginning to be more assertively addressed through a variety of initiatives.

There are significant advantages to diversification within the profession. Security managers who prioritize diversity, equity and inclusion (DEI) in their hiring practices take a positive step forward in bringing their team into better alignment with their company. It also offers the benefit of better results within accountabilities.

Organizations that are purposeful in their recruiting efforts at all levels are taking a positive step forward. A broadly represented candidate pool should be a top priority; however, there also needs to be a fundamental shift to address and correct any root causes of the historical inequity.

This is where there is an opportunity to have influence and promote change through how we, as security professionals, function in our professional capacities.
Successful security managers know that behavior can impact both reputation and personal brand. This is especially applicable when addressing DEI in the workplace. Thoughtful consideration must be given to what we are willing to subtly endorse or accept. A security leader’s decisions and actions can send a powerful message.

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