RiskXtraJune2019

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RISKXtra
Most security
business sector
professionals fit a
certain demographic
as the industry
remains for the most
part male, with many
residents emanating
from backgrounds in
the military or the
police service. This is
particularly true when
we consider senior
leaders across the
industry, but it’s fair
to state that the times
are slowly changing.
James Morris focuses
on the subjects of
diversity and inclusion
in the security world
James Morris CPP MSyI:
Director of ASIS UK’s Young
Professionals Group and
Regional Security Manager
(EMEA) at Aon Business
Services
Diversity and Inclusion
Driven by the ever-evolving business and
threat environment, and fuelled by the
growth in risk management degree
courses, professionals from diverse
backgrounds are now open to a range of career
opportunities that the security business sector
can offer, while companies in general are
increasingly appreciating the value that diverse
teams bring to the table. This is a good thing
both for the security industry and the
businesses whom it serves. However, there still
remains much work to be done.
There’s extensive research providing a
wealth of evidence on the range of tangible
benefits of diverse and inclusive organisational
cultures. These encompass higher returns on
equity and investment, better financial
performance, improved corporate governance
and increased innovation, creativity and
competitiveness.
A truly diverse workplace is one in which the
best employees are welcomed and where all
members of staff feel supported in their career
development and empowered when it comes to
achieving their goals. Such environments offer
the best way forward for attracting quality
employees and, importantly, keeping them.
Hiring is one thing, but retention of good
quality security staff is every bit as important.
With high-performing employees come
higher productivity and improved morale. When
employees feel and see that diversity is
appreciated and promoted in the workplace,
they’re generally more satisfied with their jobs.
Often, a diverse workforce will provide the
opportunity to have many different points of
view impacting the decision-making process,
which then enables leaders to make better
choices that are often more innovative.
Diverse workforces are valuable to the
security industry, but also to the clients and
companies that employ security professionals.
For all the technological advancements that the
security industry enjoys, we are at our core a
people industry. We employ people. We protect
people. People are our most important asset
and can be our best deterrent against
adversaries. People can also be our biggest
threat and our biggest weakness, of course, so
it’s important that we employ the best possible
individuals we can.
Focusing on diversity
On Tuesday 16 April, the ASIS UK Chapter’s
Women in Security, Young Professionals and
Education (WiSYPED) Group organised an event
entitled ‘Diversity and Inclusion in the Security
Arena’. The event was hosted by asset
management specialist Schroders plc at its
London Wall offices in the City of London and
was particularly well attended.
The event saw many attendees from across
the security business sector hear a fantastic
Keynote from Emma Cusdin, people director at
Aviva. Cusdin is also the director of Global
Butterflies which helps companies to create
trans-inclusive working environments for both
their employees and customers.
On the day, Cusdin shared her own
experiences – both positive and negative – while
challenging attendees and companies to review
their diversity and inclusion programmes and
identify what it is they’re doing, but also what
they could be doing better. Cusdin also
discussed the difference between diversity and
inclusion, noting that companies can be the
diverse organisation, but if they don’t allow all
employees equal career and development
opportunities and the opportunity to contribute
then they’re not truly inclusive.
This presentation was followed by an
informative panel discussion. Cusdin joined
Ruben van Schalkwyk from Aon Business
Services, Carolyn Pearson (of Maiden Voyage)
and Houdah Al-Hakim from QuickClick Security.
Each of these panel members are experts in
diversity and inclusion in their own right. The
ensuing discussion was enlightening.
Cusdin, van Schalkwyk, Pearson and Al-
Hakim shared their experiences from both
within the industry and working alongside it,
imparting useful tips on how to open company
doors for a range of diverse employees from
diverse backgrounds, and also how to ensure
that companies are inclusive and absolutely
making the most of the incredible range of
talent to which the industry has access.
Some of the key points from the discussion
were for companies to:
• Spend time reviewing the strengths and
weaknesses of their teams in order to
understand the gaps that new employees can
bring. Diverse employees bring a range of
backgrounds, experiences and skills that can
enhance those of a team
• Review the process for developing job
descriptions (ie rather than ‘copy’ an existing
member of the group, use the gaps identified to
broaden the hiring process)
• Share job descriptions for open postings
widely in order to encourage a greater range of
applicants and experience
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