- Women in Security Survey (WISS) 2026 finds that while 92.7% organisations report formal inclusion measures
- 74% security professionals have experienced or witnessed gender-based discrimination at the workplace
New Delhi, June 18, 2026: 74% Security Professionals reported gender-based discrimination, as suggested in the findings of the Women in Security Survey conducted by IIRIS Consulting in collaboration with the CII Centre of Women Leadership. The Survey Report was launched during the India Women Leadership & Growth Summit 2026 organised in New Delhi.
Key dignitaries including Ms Anna Roy, Principal Economic Advisor, NITI Aayog and Mission Director, Women Entrepreneurship Platform, Amb. Gurjit Singh, Former Ambassador of India to ASEAN, Dr Vikram Singh, Former DGP, Uttar Pradesh, along with senior leaders from industry, security, entrepreneurship and policy addressed the summit.
The summit brought together policymakers, industry leaders, entrepreneurs, security professionals and women leaders to discuss leadership, security, risk, business resilience and growth. According to WISS 2026, 92.7% of organisations report having formal inclusion policies, flexible work arrangements or DEI frameworks in place. At the same time, 74% of security professionals said they have personally experienced or witnessed gender-based discrimination in a security workplace, while 84.5% of respondents continue to believe that women remain underrepresented across security functions. The report is based on responses from 730 security professionals and highlights the need to move from policy intent to consistent, measurable implementation. The report finds that the security sector has largely accepted the need for greater gender diversity. However, the findings point to a clear gap between policy adoption and lived workplace experience.
Commenting on the launch, Sagarika Chakraborty, Chief Executive Officer, IIRIS Consulting, said, “What concerns us is that the conversation around inclusion has continued for years, yet the everyday experience of many women has not changed enough. Policies are important, but they cannot become the finish line. Real progress begins when organisations listen more closely, question what is not working and take responsibility for the outcomes. Women should not have to constantly prove that they belong in security. They must be given the trust, support and opportunities to lead, influence decisions and build long-term careers. The way forward is to move from good intent to consistent action, with leadership held accountable for creating change that women can actually experience. ”
One of the strongest findings of the report is the continued recognition of the representation gap. 84.5% of respondents said women remain underrepresented across security functions. At the same time, support for greater inclusion is near universal, with 96.8% of respondents stating that more opportunities should be created for women within security functions. The report also shows a significant increase in policy adoption across organisations. 89.6% of respondents reported the presence of a formal DEI policy, 90.7% cited gender-neutral policy frameworks, 91.2% reported unconscious bias initiatives, and 92.7% pointed to flexible work arrangements within their organisations. However, workplace culture continues to remain the largest barrier. 39.7% of respondents identified stereotypes and male-dominated workplace cultures as the primary
deterrent to women entering security careers. This suggests that while formal policy structures are now more visible, cultural change continues to require deeper and more sustained effort.
Commenting on the findings, Shivani Kumar, Executive Director, CII Centre of Women Leadership, said, “The findings of this report are a wake-up call. Despite years of discussion around inclusion and representation, significant gaps continue to persist. Policies alone cannot drive change unless they are supported by consistent implementation, regular review and clear accountability. Organisations must move beyond a compliance-led approach and build systems that evolve with workplace realities. The objective should not only be to increase women’s participation, but also to ensure that they have equal opportunities to lead, influence decisions and shape the future of their industries.”
Mentorship has emerged as the sector’s strongest demand. 45.2% of respondents identified mentorship as the single most important intervention to improve women’s participation and advancement in security. The finding reinforces the need for structured pathways, visible role models and leadership pipelines for women in security functions. The report also indicates strong appetite for collective action, with 90.3% of respondents expressing support for an industry-wide gender parity pledge. This reflects a growing readiness within the sector to move towards shared commitments, collaboration and accountability.
Speaking at the summit, Garry Singh, President, IIRIS Consulting, said, “The security sector is undergoing a fundamental shift. Risk, resilience, trust and preparedness are now boardroom priorities. If the sector is to evolve meaningfully, inclusion has to become part of how organisations build capability, not just how they frame policy. WISS 2026 is an important step towards creating the evidence base needed for more accountable industry action.”
Through WISS 2026, IIRIS Consulting aims to encourage organisations, industry bodies and leaders to look beyond policy adoption and focus on measurable progress. The report calls for stronger mentorship frameworks, leadership pathways, industry-level commitments and workplace cultures that enable women to enter, stay and grow within security functions. The summit also featured discussions on women shaping strategic risk, trust and business resilience. Sessions included the decoding of the Women in Security Survey 2026 findings, a fireside chat on women-led startups in safety, security and forensics, and panel discussions on women driving boardroom-level risk thinking and inclusive security leadership.
The Women in Security Survey 2026 builds on the previous editions of the report. While the first edition of the report in 2022 established the baseline for women’s representation in security and WISS 2025 highlighted the structural barriers limiting progress, the 2026 edition examines whether awareness has translated into measurable action.
IIRIS Consulting is a strategic advisory and risk consulting firm that works with governments, institutions, and enterprises across sectors to navigate complex challenges in security, resilience, reputation, and public affairs. Through research, advisory services, and stakeholder engagement, IIRIS Consulting supports informed decision-making and long-term strategic planning in an increasingly dynamic global environment.
