Private Security: Your Essential Ally in Law Enforcement & DEI

Dr. Sheetal Nair
Author | Psychotherapist | Entrepreneur
Founder Better Mynd Waves & DSSG Bespoke Solutions

Imagine a country where law enforcement faces overwhelming challenges due to its vast and diverse population—this is the reality in India. With limited resources and tremendous responsibilities, the police force often struggles to uphold public safety. In this environment, the private security industry has emerged as a vital force, rapidly expanding over the past two decades and frequently serving as the first line of defence for both individuals and corporations. However, as private security continues to grow, critical questions arise regarding its role in addressing the systemic gaps left by law enforcement, particularly through the lens of Diversity, Equity, and Inclusion.

Private Security in India: A Necessary Evolution

India’s private security industry is one of the largest in the world, employing over 1.3 million people as of 2024. This industry’s growth is due to several factors: rapid urbanisation, rising crime rates, and increasing corporate investment in safeguarding assets. For many businesses and residential communities, private security agencies fill the vacuum left by an overburdened police force.

Yet, this rapid growth has also brought scrutiny. Private security guards, often undertrained and underpaid, work in conditions that barely meet the standards of labour laws. Furthermore, the sector remains predominantly male, hierarchical, and reluctant to embrace DEI practices.

The Law Enforcement Gap

According to the latest data, India’s police-to-citizen ratio is approximately 158 officers per 100,000 people, far below the global average of 222. This gap means that many citizens turn to private security for immediate protection. Whether guarding gated communities in Gurugram or patrolling IT parks in Bengaluru, private security has become indispensable. However, its reliance raises critical questions: How accountable are private agencies? Are they equipped to handle the complexities of modern security threats? And more importantly, are they inclusive in their approach?

DEI in Private Security: Why It Matters

Diversity, Equity, and Inclusion (DEI) are not just buzzwords; they are fundamental to creating resilient systems. In private security, DEI can:

Enhance Operational Efficiency: A diverse workforce brings varied perspectives, aiding in better decision-making during crises.

Address Unique Security Needs: Female security personnel are essential in environments like malls, schools, and hospitals, where gender-sensitive security is crucial.

Improve Representation: Security personnel often interact with the public. A workforce that reflects societal diversity fosters trust and better communication.

The Ground Reality: Case Studies from India

1. Karnataka’s Transgender Reservation in Public Employment

In 2021, Karnataka became the first Indian state to introduce a 1% reservation for transgender individuals in public employment. This policy was a ground breaking step toward inclusion, and its influence extended to private security agencies in the state. A Bengaluru-based NGO, the Solidarity Foundation, partnered with local businesses to train transgender individuals in skills such as communication and surveillance. As a result, many tech parks in Bengaluru, including Whitefield’s IT corridor, began hiring transgender personnel, showcasing how DEI can address both employment gaps and security concerns.

2. Gender-Sensitive Hiring by Indian Retail Chains

Retail chains such as Shoppers Stop and Reliance Retail have adopted gender-sensitive hiring practices. Shoppers Stop, for instance, began a program in 2020 to hire and train female guards specifically for their stores across Delhi NCR. These women were provided training in self-defence and customer interaction, creating a safer environment for shoppers. Customer feedback highlighted the positive impact of having gender-diverse security staff, leading to a 40% increase in female hires within two years.

3. Skill Development Initiatives for Women in Mumbai’s Security Sector

In Mumbai, organizations like the Maharashtra State Security Corporation (MSSC) have implemented training programs to increase female participation in security roles. MSSC’s initiative in 2022 focused on equipping women with skills in surveillance, crowd management, and crisis response. This program resulted in over 500 women being deployed in sensitive locations such as malls and public transport hubs, significantly improving the perceived safety of these areas.

Challenges to DEI Implementation

While these examples highlight progress, systemic challenges persist:

Stereotypes and Biases: Women and transgender individuals often face scepticism about their ability to handle security roles.

Lack of Training: Many agencies lack resources to provide specialized training, particularly in soft skills and crisis management.

Pay Disparity: Female and minority security personnel frequently report lower wages compared to their male counterparts.

Resistance to Change: Agency heads and clients are often hesitant to deviate from traditional hiring practices.

Insights from Global Practices

Countries like South Africa and the United Kingdom have successfully integrated DEI into private security. South Africa, with its history of racial tensions, mandates racial diversity in all security agencies. Similarly, the UK’s Security Industry Authority (SIA) requires agencies to adhere to strict anti-discrimination policies. India’s private security sector can draw inspiration from these models and adapt them to its unique socio-cultural context.

The Way Forward

1. Policy Interventions:

The Indian government’s Private Security Agencies Regulation Act (PSARA) provides a framework for licensing agencies but lacks provisions for DEI. Amending PSARA to include mandatory diversity quotas and equitable pay scales can set the stage for change.

2. Corporate Accountability:

Businesses that hire private security must demand inclusive practices. DEI can be a contractual requirement, incentivizing agencies to diversify their workforce.

3. Training and Awareness:

Both security personnel and agency heads need training on the importance of DEI. Workshops, certifications, and partnerships with NGOs can help.

4. Technology as an Enabler:

AI-driven analytics can monitor workforce diversity, track complaints, and ensure compliance with DEI policies.

A Vision for Inclusive Security

Private security in India stands at a crossroads. It can not only fill gaps left by law enforcement but also set benchmarks in inclusivity and innovation. By embracing DEI, the sector can redefine security—making it not just a service but a symbol of progress and equality.

As Priya, a transgender guard employed in Bengaluru’s IT corridor, aptly said, “Security is about protecting everyone. How can we do that if we don’t represent everyone?”

This transformation will not happen overnight. It requires a collective effort—from policymakers and corporations to security agencies and civil society. But the rewards are worth the struggle: a safer, fairer, and more inclusive India.