Insider Intelligence: 2025 Workforce Insights and Momentum for 2026

How to continue to move forward with industry workforce development.

Jan. 16, 2026

3 min read

Key Highlights

Industry tackles talent crisis with coordinated action: PSA joined SIA and ESA in FAST (Foundation for Advancing Security Talent) to strengthen recruitment pipelines and address workforce aging/diversity gaps—2025 marked the shift from acknowledging problems to executing solutions.
Women feel pride but face "good old boys" barriers: 99% are proud of their work, but 81% cite entrenched culture issues, 91% believe they work harder than men for equal recognition, and 82% see fewer advancement opportunities—structural inequities remain despite high job satisfaction.
Retention comes down to inclusion and mentorship: Supportive cultures and peer networks (WISF, Security LeadHER, Accelerise) drive retention—2026 focus is deepening leadership development programs and partnerships to convert momentum into measurable workforce impact.

This article originally appeared in the January 2026 issue of Security Business magazine. Don’t forget to mention Security Business magazine on LinkedIn or our other social handles if you share it.

In the physical security industry, 2025 will go down as a year of tremendous progress. While many of the challenges, opportunities, and themes feel the same from year to year, 2025 felt like the year that action plans started forming and true momentum was achieved.

Groups across the industry worked together to tackle long-standing issues, most of which tie back to talent: recruitment, retention, an aging workforce, and a continued lack of diversity.

As a marketer, I’ve often joked that security has a branding issue: we haven’t always positioned ourselves to showcase the meaningful and, in my opinion, genuinely cool work we do. PSA worked harder to address recruitment challenges in 2025 by joining SIA and ESA as an exclusive member of the Foundation for Advancing Security Talent (FAST).

We believe FAST will strengthen recruitment across the security industry by increasing awareness of career pathways, connecting employers with qualified candidates, and helping cultivate a more diverse, skilled talent pipeline.

Across multiple events in the industry, such as PSA TEC, ISC West and East, Security LeadHER and Accelerise, a resounding message was conveyed: Inclusive leadership and supportive workplace cultures are clear differentiators, creating environments where employees feel valued, empowered, and able to grow.

As we move into 2026, the roadmap for success is clearer than ever.

What We Learned About Talent in 2025

The Security Industry Association’s Women in Security Forum (WISF) recently partnered with BEYOND Insights on a survey about women’s perceptions of their careers in the security industry. The results revealed that women working in the physical security sector overwhelmingly feel their work is meaningful – 99% expressed pride in their accomplishments, and 92 % believe they can build a fulfilling, financially stable career in security.

Yet, the data also revealed stark structural inequities: 81% said the industry suffers from a “good old boys culture,” 91% believe women must work harder than men to get the same promotions, and 82% reported fewer advancement opportunities.

How to Improve

Across multiple events in the industry, such as PSA TEC, ISC West and East, Security LeadHER and Accelerise, a resounding message was conveyed: Inclusive leadership and supportive workplace cultures are clear differentiators, creating environments where employees feel valued, empowered, and able to grow.

Likewise, many mentoring and peer networking opportunities are proliferating in the industry. These can meaningfully shift perceptions and provide the connections and confidence professionals need to advance. Ultimately, the reasons people stay in the security industry come down to mission, purpose, and community.

Speaking of community, I love the one I’ve built in the security industry. I’ve made lifelong connections and know that if I pick up the phone and ask for support, the person on the other side is more than willing to help. Often, competitors work together for something greater than their individual organizations. We see this through WISF, FAST, and more.

Looking ahead to 2026, the industry’s priorities are clear: double down on talent recruitment, accelerate efforts to build inclusive cultures, and continue strengthening the programs that make security a purpose-driven, future-ready field. This means expanding partnerships like FAST to build a broader, more diverse talent pipeline; deepening mentorship and leadership-development opportunities that improve retention; and ensuring that the collaborative spirit continues.

With momentum finally meeting intention, 2026 is poised to be a year where meaningful change becomes measurable impact. Now is the moment for industry leaders to lean in: invest in people, champion inclusion, and help shape the workforce that will define the future of security.