WISS 2026: 74% Security Professionals Report Gender-Based Discrimination at Work

Despite widespread adoption of diversity and inclusion policies across organisations, women working in security functions continue to face significant barriers in the workplace, according to the latest Women in Security Survey (WISS) 2026 released by IIRIS Consulting in collaboration with the CII Centre of Women Leadership.

The report, unveiled during the India Women Leadership & Growth Summit 2026 in New Delhi, reveals a striking disconnect between policy implementation and workplace realities. While 92.7% of organisations reported having formal inclusion measures such as diversity frameworks, flexible work arrangements, and gender-neutral policies, nearly 74% of security professionals said they had either experienced or witnessed gender-based discrimination at work.

Based on responses from 730 security professionals, the survey highlights persistent challenges around representation, workplace culture, and career progression for women in the security sector.

Women remain underrepresented across security functions

One of the report’s most notable findings is the continued perception of underrepresentation. According to the survey, 84.5% of respondents believe women remain underrepresented across security roles despite growing awareness around diversity and inclusion.

At the same time, support for greater participation of women in the sector is nearly unanimous, with 96.8% of respondents agreeing that more opportunities should be created for women within security functions.

The findings suggest that the industry has broadly accepted the need for gender diversity, but progress in translating policy commitments into meaningful workplace change remains slow.

Workplace culture remains a major challenge

While organisations have strengthened their policy frameworks, cultural barriers continue to hinder progress.

The survey found that:

• 89.6% reported the presence of formal DEI policies.

• 90.7% cited gender-neutral policy frameworks.

• 91.2% said their organisations had introduced unconscious bias initiatives.

• 92.7% reported flexible work arrangements.

However, 39.7% of respondents identified stereotypes and male-dominated workplace cultures as the primary factors discouraging women from entering or advancing in security careers.

This indicates that structural policies alone may not be sufficient without corresponding shifts in organisational culture and leadership accountability.

Mentorship emerges as the top priority

The report identifies mentorship as the most important intervention for improving women's participation and career growth in security roles.

According to WISS 2026, 45.2% of respondents ranked mentorship as the single most effective measure to enhance representation and advancement opportunities for women.

The findings highlight the importance of creating structured leadership pathways, stronger professional networks, and greater visibility of women leaders within the industry.

Industry shows support for collective action

The survey also points to growing support for industry-wide initiatives aimed at improving gender diversity.

A significant 90.3% of respondents expressed support for a gender parity pledge across the security industry, reflecting a willingness among professionals and organisations to pursue shared commitments and measurable accountability.

Leadership perspectives

Commenting on the findings, Sagarika Chakraborty, Chief Executive Officer of IIRIS Consulting, emphasised the need to move beyond policy adoption.

She noted that while organisations have made progress in introducing inclusion frameworks, many women continue to face challenges in their day-to-day workplace experiences. According to Chakraborty, real change requires organisations to focus on outcomes rather than intentions and create environments where women can build long-term careers and influence decision-making.

Shivani Kumar, Executive Director of the CII Centre of Women Leadership, described the findings as a reminder that policy implementation must be accompanied by continuous review, accountability, and measurable progress.

Meanwhile, Garry Singh, President of IIRIS Consulting, highlighted that inclusion should become a core capability-building strategy as organisations increasingly focus on risk management, resilience, and trust as business priorities.

Moving from awareness to action

The Women in Security Survey 2026 builds on previous editions released in 2022 and 2025. While earlier reports established baseline data and identified structural barriers, the latest edition examines whether growing awareness has translated into practical workplace improvements.

The report concludes that organisations must strengthen mentorship programs, leadership development pathways, and accountability mechanisms while fostering workplace cultures that enable women to enter, remain, and advance within security functions.

As security increasingly becomes a strategic business function, the findings suggest that creating more inclusive workplaces may be critical not only for diversity goals but also for building stronger and more resilient organisations.

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