The Security Industry Federation (SIF) Trade Union has published headline findings from its Member Discrimination Survey – November 2025, revealing that discrimination, particularly racism, is widespread and ongoing across the UK private security sector.
The survey was launched in response to rising casework involving racism, harassment and unequal treatment reported to SIF reps over the past three years. It set out to understand how often discrimination is experienced and witnessed, who is most affected, and whether complaints are being resolved.
The results are stark. Of the 936 workers invited, 370 responded, a response rate of nearly 40%, providing a robust snapshot of frontline conditions across the industry.
View our survey here
Key findings: discrimination is routine, not rare
The data shows a pattern of discrimination that is systemic rather than isolated.
70% of respondents say they have personally experienced discrimination at work.
82% have witnessed discrimination while working in private security.
Race is the most frequently targeted characteristic, cited in 38% of reported incidents, followed by disability (20%), gender (10%), religion (10%), and sexuality (6%).
When asked who was responsible, managers were the largest group at around 38%, followed by members of the public (27%) and colleagues (22%).
Overall, 77% of respondents believe discrimination is prevalent in the UK security industry, a clear indication that workers see this not as a handful of bad actors, but a serious and embedded cultural problem.
When discrimination is reported, the picture is just as troubling:
42% of cases are described as unresolved.
Only 38% of reports are seen as fully resolved, with the remainder only partially addressed.
This aligns closely with SIF’s casework experience, where workers frequently report that complaints disappear into a black hole or lead to token responses with no real accountability.
“A systemic failure of culture, supervision and accountability”
The findings paint a picture of an industry where discriminatory behaviour is too often tolerated, where reporting is inconsistent, and where workers do not expect their complaints to be taken seriously.
With managers identified as the largest perpetrator group, the survey signals a serious misuse of authority and weak accountability in supervisory structures.
Race appears as the strongest and most consistent harm category, indicating that Black and minority ethnic security workers face disproportionate risk, more stress and more barriers to progression than their white counterparts.
SIF General Secretary Daniel Garnham said the message to the industry is clear:
“Security workers protect the public every day, yet too many are doing that while facing racism and discrimination, often from their own management. This is not a handful of bad sites – it is a systemic failure of culture, supervision and accountability. If you want to change your workplace, we will help you do it. If you choose to ignore these findings, we will challenge you until every security worker can do their job in safety and dignity.”
What this means for regulators and employers
The survey has serious implications for regulators such as the Security Industry Authority (SIA) and quality assurance bodies like the National Security Inspectorate (NSI).
The SIF believes:
Standards and audits must scrutinise supervisory conduct, not just individual licence holders.
Employers should be required to demonstrate:
Clear timeframes for acknowledging and deciding discrimination complaints.
Uphold rates and outcome data, and Non-retaliation controls to protect workers who speak up.
With the public identified as a significant perpetrator group, contractors and clients must show how they protect staff from customer abuse and escalate or restrict access where necessary.
SIF is calling for outcome-based metrics to be embedded into schemes like the SIA Approved Contractor Scheme (ACS). Where employers fail to protect staff from discriminatory abuse, or fail to adequately sanction perpetrators, the union believes ACS status should be at risk of suspension.
For employers, the message is equally direct. Policies on equality and dignity at work are not enough on paper.
There must be:
Mandatory supervisor training,
Zero-retaliation guarantees,
Real consequences for discriminatory conduct, including racist and hate-motivated behaviour, and
Proper protection from abusive customers and service users, with clear protocols activated immediately after an incident.
What the SIF will do next
As the trade union solely for UK security workers, SIF has committed to turning these findings into direct action.
Key steps include:
Expanding moderated WhatsApp communities for members, offering confidential support and rapid advice around discrimination. Dedicated groups include Race, Religion, Disability, LGBTQ+, Women & Mothers in Security, and Neurodiversity, each moderated by trained SIF reps.
A targeted programme led by Dr Orlando Mardner, SIF Head of DEI, including know-your-rights briefings, drop-in clinics, one-to-one case triage, template letters and evidence checklists.
Building partnerships with community organisations, faith groups, women’s networks and disability groups to reach under-represented workers across the sector.
Inviting employers and clients to co-adopt a Race Equality & Anti-Harassment commitment with SIF, focused on independent reporting routes, anti-victimisation guarantees and manager training.
Dr Mardner said his priority is to ensure workers who face discrimination can approach SIF with confidence and receive strong representation, practical support and clear guidance, while the union continues to push for higher standards across the industry.
A call to action
This survey confirms what many security workers already know from experience: discrimination is not a side issue, it is baked into too many workplaces.
For workers, SIF offers a safe, expert place to turn when they face discrimination, harassment, or victimisation.
For employers and clients, the union stands ready to work in partnership to raise standards, rebuild trust and protect staff, but will also challenge those who choose not to change.
For regulators, the findings are a clear signal that inspection and accreditation must move beyond box-ticking and start testing whether workers are genuinely safe from discrimination at work.
SIF will continue to use this evidence to press for real accountability, stronger protections and a zero-tolerance culture across the UK private security industry.
For press enquiries, please contact press@sif.org.uk
To join the Security Industry Federation Trade Union, visit www.sif.org.uk
