Diversity in Security | Dawn Holmes

Where are you going to find more talent? Whether or not there is
a shortage, could we raise the whole industry by including
professionals with diverse backgrounds as well as life
experiences? Today we are very pleased to speak with Dawn Holmes
on the eve of a Corporate Security Modernization conference
dedicated to the Talent Pipeline.


Join us as we ask Dawn:


Do senior security managers currently all look 'the same?

Are existing security leaders actually afraid of new talent
challenging them?

Is there a difference between diversity and inclusion?

Do young professionals get disillusioned with the industry?

Is routinely drawing new professionals with a background in
the services a 'lazy' approach?

How can we differentiate between a tick-box-exercise and
actually being open to new talent?

Can recruitment technology become a tool for unnecessarily
discarding candidates and does it have a bias?

To what extent does representation matter for the next
generation?



More about Dawn:


Dawn is a Chartered Security Professional with 20 years
experience working on breaking barriers in a male dominated
Security industry. Dawn isn’t made out of the traditional
security manager mould, but believes that being different has
been beneficial more than it’s been a problem, but accepts that
there is a need to make this profession more supportive and
inclusive as others may not have the bandwidth to take on the
additional aggravation for being different and leave the
industry- leaving it poorer for their absence. 


Throughout her career in Security Dawn has worked in several
Women in Security, Young Professionals groups and with school
leavers, supporting and encouraging others that are different
that this a selling point and that if they give Security a chance
they can succeed in a profession that is varied, dynamic,
challenging and rewarding- and can break some moulds and change
the representation of the profession whilst doing so.


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