Navigating Career Transitions in Predominately Male Industries
Despite growing gender diversity in many industries, the security field continues to be predominately male. However, that landscape is evolving as more women in security step into leadership roles, challenge long-standing norms, and contribute to a more inclusive culture. Through mentorship, development programs, and increased visibility, this shift is not only empowering individuals but also driving stronger, more dynamic organizations.
Career transitions are rarely linear—and when they unfold across predominately male fields, the challenges and growth can be profound. I spent 15 years serving as a Police Officer in the United Kingdom, a role that defined much of my professional identity. After the birth of my son, I made the conscious decision to step away from policing in search of a new career.
In the post-pandemic period, my family and I embraced a second major life shift: relocating to Canada. Moving across borders—and industries—was daunting, but it allowed me to begin a new chapter.
The Challenge of Change
In traditionally male industries like law enforcement, security, and corporate operations, women transitioning into new roles face layered challenges such as:
Limited access to mentorship and support networks
Implicit bias and underestimation
Navigating identity shifts while managing family responsibilities
Pressure to rapidly and continuously prove competency!
These obstacles are real—but so are the opportunities.
From Disruption to Discovery
Letting go of a uniform and the structure that came with it wasn’t easy. But I discovered that the competencies I developed—crisis management, communication under pressure, and leadership—are not only transferable, but they are also invaluable.
Today, I thrive in a corporate role that both challenges and inspires me. It is possible to start over—even in unfamiliar spaces. You can walk away from a career that no longer aligns with your values and still carry its strengths forward. I’m passionate about encouraging women, particularly from security-based, law-enforcement services and field-based professions, to step into their next chapter with confidence.
How to Shape a More Diverse Talent Pipeline
Predominately male industries can’t just hope for diversity—they must design for it. Here are ways to actively shape a more inclusive leadership pipeline and get diversity on the agenda:
Partner with schools and training programs to expose young women and underrepresented groups to careers in these industries early on.
Offer internships, apprenticeships, and scholarships that target diverse candidates, especially in STEM, trades, and security sectors.
Recognize transferable skills and if someone is a great cultural fit, look beyond the job description and see how you can make use of the skills they do have.
Foster wellness and prioritize workplaces that support mental health, especially for those coming from high-intensity careers.
Highlight diverse role models in leadership. When people see someone who looks like them in a leadership role, it expands their sense of what’s possible.
Encourage women and minority leaders to speak at industry events, mentor others, and share their stories.
Move beyond “diversity hires” and focus on belonging—a culture where all voices are heard and valued.
Address microaggressions and outdated norms that often go unchecked in male-dominated environments. These microaggressions are still very visible in the workplace.
As Forbes notes, companies that intentionally pair high-potential women with senior leaders see measurable gains in leadership diversity.
Recognize that career breaks (e.g., for caregiving or relocation) don’t diminish leadership potential. In fact, they often build resilience and adaptability.
Offer flexible pathways back into leadership roles.
Celebrate and normalize reinvention—and celebrate the courageous women who take a leap into the unknown.
Mentor and elevate: “Send the elevator back down” for the next woman to jump onto the promotion or change pathway.
As Harvard Business Review emphasizes, inclusive leadership isn’t just about policy—it’s about personal commitment, visibility, and accountability. When leaders model allyship and transparency, they set the tone for lasting change.
Ellie Hughes, Security Industry Professional
Ellie Hughes builds strong relationships to drive effective partnerships. With a background in law enforcement, she brings a unique perspective to sales leadership, applying problem-solving skills to manage risk and create safer commercial environments.
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