A recent article published by the Security Industry Federation (SIF) presents findings from a survey which it says exposes “systemic discrimination” across the UK private security industry.[¹] The survey has attracted attention because of the scale of the figures reported and the seriousness of the claim. This article examines the findings critically, placing them in context and considering what can, and cannot, reasonably be inferred from the data.
Who Conducted the Survey and Why
The survey was conducted by the Security Industry Federation, a UK trade union representing private security workers. Its stated purpose is to highlight workplace issues affecting its members and to campaign for improvements in standards, treatment, and regulation within the sector.
This advocacy role is important context. It does not invalidate the findings, but it does mean the article should be read as part of a wider campaign for reform, rather than as neutral academic research.
Survey Scale and Methodology
According to SIF, 936 security workers were invited to take part, with 370 responding, giving a response rate of around 40%.[¹] In workplace surveys, this is not unusually low, particularly when participation is voluntary.
However, the article does not explain:
- how participants were selected,
- whether the sample reflects the wider UK security workforce by employer type, region, contract status, ethnicity, or gender,
- or whether any steps were taken to reduce selection bias.
Note: there are currently over 500,00 SIA Licenses on circulation in the UK according to the latest data published by the SIA – 370 represents about 0.074% of that.
It is reasonable to assume that individuals who have experienced discrimination may have been more motivated to respond. This does not mean the experiences reported are untrue, but it does limit how confidently the results can be generalised to the entire industry.
The article also does not publish the survey questions or define what respondents were asked to consider as “discrimination”. Without this, it is difficult to distinguish clearly between unlawful discrimination, poor management practice, workplace conflict, or unfair treatment that does not meet a legal threshold.
What the Survey Reports
The headline figures reported by SIF are striking:
- 70% of respondents said they had personally experienced discrimination.
- 82% said they had witnessed discrimination.
- Race was the most frequently cited factor, reported by 38% of respondents.
- Managers were identified as the most common source of discriminatory behaviour, followed by members of the public and colleagues.
- 42% of reported cases were said to be unresolved.[¹]
If taken at face value, these figures suggest a serious and persistent problem within parts of the sector.
Comparison with Wider UK Workplace Data
When compared with broader UK workplace research, the figures appear high. National studies suggest that around one in ten workers report experiencing race or ethnicity discrimination during their working lives, with higher rates among ethnic minority groups.[²]
This does not mean the SIF findings are incorrect, but it highlights the importance of context and additional research. Different surveys use different definitions, timeframes, and methodologies. The SIF data reflects the experiences of respondents within a specific workforce, captured at a single point in time, rather than a statistically representative national sample.
The Question of “Systemic” Discrimination
The SIF article describes the issue as systemic. This is a strong claim. Systemic discrimination usually refers to embedded practices, policies, or structures that consistently disadvantage particular groups, rather than isolated incidents or individual behaviour.
The survey clearly shows that many respondents perceive discrimination to be widespread, and those perceptions matter. However, proving systemic discrimination in a structural sense would normally require additional evidence, such as:
- recruitment and promotion data,
- pay comparisons,
- disciplinary and grievance outcomes,
- or analysis of company policies and how they are enforced.
The survey provides a valuable insight into lived experience, but on its own it cannot fully demonstrate how widespread discriminatory practices are across employers, contracts, and roles within the industry.
Reporting and Resolution of Complaints
One of the most concerning findings is that fewer than four in ten cases were described as fully resolved, with over 40% unresolved.[¹] This points to a lack of confidence in internal reporting and complaint handling processes.
Even allowing for differences in perception, unresolved grievances are likely to damage morale, trust in management, and retention. This is an area where improvement would benefit both workers and employers, regardless of whether discrimination is systemic or situational.
SIF’s Proposed Responses
The article calls for:
- closer scrutiny of supervisory behaviour,
- better training for managers,
- improved reporting systems,
- and greater transparency in how complaints are handled. [¹]
These proposals broadly align with established good practice in UK workplaces. What is missing is detail on how such measures would be implemented in a fragmented industry dominated by outsourcing, short-term contracts, and varied employer standards and at the moment, lack of business licensing.
Overall Assessment
The SIF survey raises credible concerns and gives voice to experiences that are often under-reported in the private security sector. It highlights dissatisfaction with management behaviour and complaint handling that should not be ignored.
At the same time, the lack of methodological detail means the findings should be treated as indicative rather than definitive. The data supports the view that discrimination is a serious issue for many security workers, but further evidence would be required to demonstrate that it is systemic across the industry as a whole.
Used carefully, the survey can inform better discussion, policy development, and employer practice. Used uncritically, it risks overstating what the evidence can prove.
References
[1] Security Industry Federation, SIF Survey Exposes Systemic Discrimination in UK Private Security, https://sif.org.uk/sif-survey-exposes-systemic-discrimination-in-uk-private-security/
[2] Ciphr, Nearly half of UK adults have experienced workplace discrimination, https://www.ciphr.com/press-releases/nearly-half-of-uk-adults-have-experienced-workplace-discrimination
