The debate about gender in the executive protection industry has exposed a frustrating hypocrisy. Some argue that gender shouldn't matter, and people should be judged based on their skills. But here's the problem: those same people tend to hire and contract mostly men, leaving women with fewer opportunities.

It's a valid question to ask: If gender doesn't really matter, why aren't women getting equal chances in the industry?

One excuse we've heard is because women distract men from their work. As if men are incapable of self-control. If having a female on your EP team becomes a distraction from your work, it is more of a personal issue rather than a collective problem. It's true that humans are naturally drawn to each other, and building connections is an important part of our social nature. But saying that women don't fit into EP because of this natural attraction is oversimplifying things and promoting harmful stereotypes. In a work environment, everyone needs to maintain professionalism and clear boundaries, regardless of gender. It's about treating your colleagues with respect, focusing on your job responsibilities, and following professional codes of conduct. Personal attractions or distractions should never interfere with the work at hand.

For all of those who struggle with this and get distracted by women in the workplace, maybe it's time to reflect on the underlying reasons for such distractions. It could be related to personal biases, preconceived notions, or objectification. Objectification occurs when individuals reduce others to mere objects of attraction or desire, disregarding their professionalism and contributions.  

The ability to assess threats, make informed decisions, and provide efficient security measures is not inherently tied to gender. 

Both men and women can excel in these areas. We also believe it is incorrect and unfair to assume that women are better skilled in interpersonal communication  compared to men or that they have some rare power of intuition that men don't have. Skills and capabilities vary among individuals regardless of gender, and there are men who possess excellent interpersonal skills and strong intuition, just as there are women who excel in the executive protection industry. 

Read that again. If people want to say skills are not gender based, then the skills needed in working executive protection aren't either. 

Some argue the that women lack the physical strength needed to handle potentially violent situations. We agree there are biological differences, but we aren't out there having fist fights. Maybe others are. These arguments are not only outdated but also undermine the capabilities of female professionals in EP.

Executive protection primarily focuses on prevention and advance work, aiming to mitigate risks before they escalate into violent situations. The goal is to create a safe environment for clients by employing proactive measures, including risk assessment, surveillance, and intelligence gathering. Physical force is rarely the primary aspect of EP. The emphasis lies on avoiding situations where physical force could become necessary. We'd also love to see a man attempt to get in a fist fight with an armed, trained, and ready female. Good luck. The notion of physical strength as a determining factor for success in EP is misleading.

The effectiveness of an executive protection agent should not be measured by their ability to engage in physical altercations. 

Instead, it should be assessed by their competence in preventing and managing potential risks, ensuring the safety of clients, and their ability to effectively communicate and collaborate with the team.

To overcome the challenges related to gender discrimination in EP, it is crucial to promote gender neutrality throughout the industry. This requires a collective effort from both male and female professionals, as well as clients and organizations. The focus should shift from stereotypes to individual capabilities, skills, and expertise. Encouraging equal opportunities, providing training and mentorship programs, and recognizing achievements regardless of gender will build a stronger EP community.

FEPG is attempting to create a workplace that is free from the negative aspects associated with gender biases and mistreatment. 

FEPG's initiative acts as a catalyst for change, igniting a powerful wave of transformation within the industry and swiftly creating new avenues for qualified women to enter executive protection roles. FEPG aims to inspire more women to embrace careers in executive protection. Through their accomplishments, FEPG demonstrates that gender should not be a barrier to success in this industry, encouraging women to pursue their passions and excel in executive protection.

Recommended Reading: