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Interview with...

Alice Dale, Head of UNI Property Services

By Sadia Kaenzig

SK ─Alice, what are the obstacles to women working in this field and why is it important to have them included?

AD ─For the past 10 years I have been working in the property services field and I have heard a number of employer arguments about why women make poor security guards—that guards need to be large and strong, that women are in and out of the workforce having children or that women are more emotional in the face of a confrontation or that arming women with guns is just an accident waiting to happen. All of these arguments against giving women fair access to work in the security field are based on biases that are not supported by fact.

In the largest global private security companies, women comprise around 20% of the security guard workforce. In many domestic and regional companies, this number is much lower, around 10%. This needs to change. It is time to integrate gender aspects into this field. UNI affiliate CNTV-CUT, in Brazil, raised the issue of gender-bias at a UNI private security meeting in January 2010, and pointed out to the fact that the industry is relying more and more on electronic surveillance, where many of these stereotypes have even less applicability.

First of all, this is not just a women’s issue but a family issue as women become co-bread winners in most countries of the world. Families suffer when women are underpaid. Latin America is no exception. Second, we have learned from law enforcement over the years that women perform security jobs differently than men but equally as well. In domestic disturbances, for example, women police officers are viewed as less threatening than their male colleagues, which leads to fewer altercations and more discussion and conflict resolution. Men and women often have different perspectives, priorities, and concerns. This diversity of views enhances the quality of work done in the security field – as it does in many other fields of work. These perspectives must be taken into account in all areas of private security operations.

SK ─ How can you make sure gender equality is applied in the workplace?

AD ─ What I advise employers to do in this sector is to integrate gender into all staff training and all company policies and codes of conduct that would logically address gender equality and the benefits of diversity. Of course, issues of sexual harassment, violence, internal discrimination and other human rights violations also need to be addressed directly. Promote qualified women (and people of color) into positions of authority within the company. This sends a powerful message about competence and acceptance.

SK─ What concrete actions need to be taken?

AD─The solutions are not difficult. What is needed is action. It is a bit ironic that Prosegur, the third largest security companies in the world, is led by a woman, Ms Elena Revoredo, one of the wealthiest in the world. Yet the track record of her company on gender balance leaves a lot to be desired. The private security sector can no longer maintain a culture of machismo and justify the status quo. Women have a great deal to offer in this sector. A private security sector, with women fully integrated, will foster teamwork, innovation and improved quality of services. We need employers, such as Ms Revoredo, who has risen to the highest levels in the global corporate hierarchy to take decisive steps to cultivate a culture of gender inclusion in Prosegur. Prosegur could be a leader on this issue in this industry. UNI Global Union promotes gender equality in all our work and we will not rest until this is accomplished and until security guards are treated with the dignity and respect they all deserve—men and women alike.