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The Sociology of Privatized Security pp 173–216Cite as

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Gendered Companies, Gendered Security

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Abstract

Using archival, interview, and industry observation data, this chapter examines how the private military and security company (PMSC) industry uses gender as a claim to legitimacy. However, our findings suggest that this growing industry still has areas for improvement before being a positive force for gender mainstreaming. As this industry grew, so did concerns about its handling of gender issues. A series of high-profile scandals has contrasted with international efforts to both protect and involve women in peacekeeping operations. The industry developed its own regulatory organizations and put a number of checks in place to bring PMSC firms into compliance with international norms. These include involving women in peace processes and ensuring gender equality in military and security work. However, the lack of attention to gender in industry guidelines and organizations demonstrates the ongoing gap between aspirations and achievement. As international norms move toward gender mainstreaming, so does the pressure to demonstrate that they can effectively reflect those expectations. While high-level changes have occurred, it is less clear how much substantive and measurable change has occurred within the industry.

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Notes

  1. 1.

    While these offer data that suggests areas for future research and oversight, it is difficult to determine generalizable patterns from this work.

  2. 2.

    Author interview with female informant working for a company involved in industry compliance efforts.

  3. 3.

    Author interview with private security human resources executive.

  4. 4.

    Seven of interviewees mentioned this, mostly women and human resources professionals having to deal with this on a large scale.

  5. 5.

    Author interview with male security manager.

  6. 6.

    Author interview with female executive with extensive military and private company experience.

  7. 7.

    All of interviewees who discussed women in detail mentioned this, although one human resources executive who had been deployed private companies many times and was generally an advocate for women in the industry drew the line at being an armed contractor as discussed later in this chapter.

  8. 8.

    This was emphasized in five of the interviews mentioning gender.

  9. 9.

    This came up in seven of interviews mentioning gender.

  10. 10.

    This also came up in seven of the interviews.

  11. 11.

    Author interview with a recruiter who had worked for many PMSCs.

  12. 12.

    This was noted in all interviews discussing gender. Author observed this during both industry events and also when working in the industry.

  13. 13.

    This was noted, to various degrees, in all interviews dealing with gender.

  14. 14.

    Author interview with female human resources manager who had worked with multiple companies in the industry.

  15. 15.

    Interview with female human resources director who had worked with multiple private security companies over many years.

  16. 16.

    This was a particularly strong theme with the ten interviewees who had worked in human resources, recruiting or related fields at one point or another during their careers in the industry.

  17. 17.

    Ibid.

  18. 18.

    Interview with female human resources executive with extensive industry experience and field work.

  19. 19.

    Of the 23 interviews that dealt with gender, only 6 noted this perspective, and half were women.

  20. 20.

    Five of the women, and at least one of the men I interviewed, mentioned that they went out of their way to advocate for other women and take action on behalf of women in these roles.

  21. 21.

    All of the interviews that mentioned women also noted that they had additional challenges above those that men faced, particularly on deployment.

  22. 22.

    This was noted by two interviewees who worked in companies servicing the industry, including recruiting firms. This is a narrow application and is unlikely to be viable in contracts supporting US Government entities. However, in some locations it supports local government priority to get former combatants back to work in productive roles that will discourage them from returning to violent roles.

  23. 23.

    Author interview with industry executive managing a guard contract for the DoD.

  24. 24.

    This came up in interviews with human resources, recruiting, and business development executives.

  25. 25.

    This came up in interviews with human resources, recruiting, and business development executives.

  26. 26.

    Author interviews and author experience.

  27. 27.

    Ibid.

  28. 28.

    Ibid.

  29. 29.

    This came from an interview with one of the human resources informants who had worked overseas on this contract.

  30. 30.

    Ibid.

  31. 31.

    This was reported, to various degrees, by all human resources and recruiting interviewees.

  32. 32.

    This was reported in all human resources and recruiting interviews, as well as more than half of the other interviews in which gender came up as a topic.

  33. 33.

    Author interview with experienced female human resources executive.

  34. 34.

    Author interview with another experienced female human resources executive.

  35. 35.

    This was specifically noted in five of my interviews, four with women and one with a male informant.

  36. 36.

    Five of the human resources and recruiting informants, who felt they had enough experience with the numbers across the industry, reported this number based on their experiences with multiple companies.

  37. 37.

    This was reported in all of the human resources and recruiting interviews, as well as with a number of the other interviews covering gender.

  38. 38.

    Ibid.

  39. 39.

    This came up in 12 of interviews, to varying degrees.

  40. 40.

    This came up in several interviews, with one of the field human resources leaders making it a significant part of the point that she was making in the interview.

  41. 41.

    Ibid.

  42. 42.

    Author interview with a recruiter with extensive industry experience.

  43. 43.

    Ibid.

  44. 44.

    This came up in a dozen interviews, both with operators and human resources practitioners.

  45. 45.

    Ibid.

  46. 46.

    Ibid.

  47. 47.

    Ibid.

  48. 48.

    While this came up in a number of interviews, five field and home country human resources professionals discussed this jurisdictional problem extensively.

  49. 49.

    Author interview.

  50. 50.

    Author interviews.

  51. 51.

    Author interview with female private security executive with previous experience in the military.

  52. 52.

    While this came up in a number of interviews, five field and home country human resources professionals discussed this jurisdictional problem extensively.

  53. 53.

    Author interview with female human resources executive with extensive experience across multiple companies in many locations over a number of years.

  54. 54.

    Ibid.

  55. 55.

    Ibid.

  56. 56.

    Ibid.

  57. 57.

    Ibid.

  58. 58.

    While this came up in a number of interviews, five field and home country human resources professionals discussed this jurisdictional problem extensively.

  59. 59.

    Ibid.

  60. 60.

    Ibid.

  61. 61.

    These dynamics were extensively outlined by one of the human resources professionals who had spent an extensive amount of time in field locations.

  62. 62.

    Op. cit.

  63. 63.

    Author interview with a female industry human resources executive.

  64. 64.

    Author interview with a female industry human resources executive.

  65. 65.

    While this came up in a number of interviews, five field and home country human resources professionals discussed this jurisdictional problem extensively.

  66. 66.

    Author observations, interviews, and public material analysis.

  67. 67.

    Five industry executives who were familiar with the events surrounding the incident and the reaction afterword shared this with the author.

  68. 68.

    This was shared in several interviews with government and industry officials familiar with the response to Nisour Square.

  69. 69.

    This was also communicated in interviews by industry operatives, company executives, and government officials involved in the effort.

  70. 70.

    Ibid.

  71. 71.

    Ibid.

  72. 72.

    Author interview with industry experienced professional who is working directly on issues of human trafficking in the industry.

  73. 73.

    This came out in interviews with industry representatives as well as company executives.

  74. 74.

    Also, author observation.

  75. 75.

    Ibid.

  76. 76.

    Ibid.

  77. 77.

    Ibid.

  78. 78.

    Ibid.

  79. 79.

    Author observation and conference discussions.

  80. 80.

    Author interview with professional working in industry wide regulatory compliance.

  81. 81.

    Author interview with professional working on industry wide efforts, who had direct experience with ICoCA efforts.

  82. 82.

    Author interviews referenced earlier.

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  1. University of North Carolina at Chapel Hill, Chapel Hill, NC, USA

    Joseph R. Bongiovi

  2. Chapman University, Orange, CA, USA

    Lisa Leitz

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    Ori Swed

  2. Royal Danish Defence College, Copenhagen, Denmark

    Thomas Crosbie

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Bongiovi, J.R., Leitz, L. (2019). Gendered Companies, Gendered Security. In: Swed, O., Crosbie, T. (eds) The Sociology of Privatized Security. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-319-98222-9_8

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  • DOI: https://doi.org/10.1007/978-3-319-98222-9_8

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  • Publisher Name: Palgrave Macmillan, Cham

  • Print ISBN: 978-3-319-98221-2

  • Online ISBN: 978-3-319-98222-9

  • eBook Packages: Social SciencesSocial Sciences (R0)

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