Sexual Harassment in the Security Industry

Why the Security Industry Is Uniquely at Risk for Sexual Harassment

For many security workers, harassment shows up in ways tied directly to the job. A female officer might hear that she’s “too small” or “too weak” to handle an assignment. LGBTQ+ workers may face slurs or “jokes” from male-dominated teams. Guards stationed in lobbies, hospitals, or event venues are sometimes pressured to smile through unwanted comments from clients or strangers because “the customer comes first.”

Too often, officers are told to ignore it or accept it as part of the job. But workplace sexual harassment is never part of the job—and you don’t have to put up with it to keep working. HarassmentHelp.org is here to guide you and inform you of your rights and options.

Who Is at Risk of Discrimination and Sexual Harassment in Security Work?

Harassment in security settings doesn’t discriminate. It affects front-line officers and back-office professionals alike—especially in environments where your presence is invisible until something goes wrong.

Common Security Job Titles Impacted By Sexual Harassment:

• Unarmed and Armed Security Guards – Often work directly with the public and high-risk situations, making harassment by supervisors, clients, or the public more likely and reporting feel unsafe.
• Site Supervisors and Shift Leads – Manage teams and interact closely with staff, which can create opportunities for coercion or favoritism, and make reporting misconduct intimidating.
• Event Security and Crowd Control Staff – Deal with large crowds and temporary team assignments, creating scenarios where inappropriate behavior may go unchecked and reporting may seem risky.
• Control Room and CCTV Operators – Work in enclosed, often solitary spaces under supervision, increasing the risk of harassment and making it harder to speak up.
• Executive Assistants and HR Professionals – Support leadership directly, giving them access to sensitive information while making them vulnerable to harassment or pressure to downplay complaints.
• Payroll, Scheduling, and Operations Personnel – Influence employee schedules, pay, and workflows, which can make reporting misconduct feel risky due to potential professional or financial consequences.

Common Security Employers Where Harassment Happens:

• Private Security Firms and Contract Agencies – High-pressure assignments and client-facing roles can create environments where harassment occurs and employees fear retaliation.
• Corporate and In-House Security Departments – Close working relationships with leadership and access to sensitive operations can make reporting misconduct intimidating.
• Healthcare Facility and Hospital Security Teams – Staff interact with patients, visitors, and supervisors in stressful situations, which can be exploited and make speaking up difficult.
• Campus Security (Schools, Universities) – Officers may face harassment from not just colleagues or supervisors but in some cases even students or visitors.
• Airport and Transit Hub Security – High-traffic, public-facing roles with strict hierarchy create scenarios where harassment may go unchecked and reporting seems risky.
• Municipal and Government Building Security – Structured chain of command and public accountability can discourage employees from reporting misconduct.
• Property Management and Residential Security – Working in confined environments with close supervision can increase harassment risk and reduce safe reporting options.
• Event Venues, Concerts, Sports Arenas – Temporary teams and high-pressure events make it easier for inappropriate behavior to occur without consequences.

What Sexual Harassment Looks Like in Security Jobs

Harassment in the security industry may be subtle, persistent, or overt. It can come from co-workers, supervisors, tenants, or clients, and it often escalates over time. Here are common examples:

Inappropriate Comments, Jokes, and Stereotyping

• Sexual jokes or innuendo from co-workers, clients, or tenants
• Comments about your uniform, appearance, or body
• Gender-based assumptions about your physical ability or “fit” for the job

Unwanted Late-Night Messaging and Digital Harassment

• Flirtatious or sexually suggestive texts from supervisors or teammates
• Inappropriate memes, photos, or comments in group chats
• Messages disguised as “urgent updates” that turn personal

Unwanted Physical Contact

• “Accidental” brushing in tight booths or hallways
• Uninvited hugging or shoulder touches
• Standing too close or invading personal space

Persistent Flirtation and Sexual Pressure

• Repeated unwanted romantic advances
• “Jokes” about getting better shifts in exchange for attention
• Suggestive comments linked to promotions, overtime, or post assignments

Grooming, Coercion, and “This-for-That” Abuse of Power in Security Work

Some harassment in the security industry begins subtly—with praise, mentorship, and empty promises. Supervisors or senior officers who control schedules, post assignments, and contract renewals may build trust first, then use that power to manipulate.

Other times, the harassment is blatant. A supervisor may suggest, directly or indirectly, that if you want better shifts, easier posts, or job security, you’ll need to give them something in return—this for that.

This is called quid pro quo harassment, and it’s illegal.

They might say:

• “You’re not like the others. I can trust you.”
• “Stick close to me, and I’ll take care of you.”
• “I can move you off the overnight shift—if we work something out.”
• “You scratch my back, I’ll scratch yours. I can get you out of that weekend rotation.”
• “We both know layoffs are coming—but maybe not for you, if we get closer.”

Examples of “this-for-that” sexual harassment in security roles:

• A supervisor hints that if you go out with him, you’ll get first pick on post assignments.
• A manager promises overtime hours in exchange for “getting a drink after shift.”
• A team lead says he’ll recommend you for a promotion—if you “spend some time alone together.”
• You’re warned that rejecting flirtation may lead to reassignment to a more dangerous or isolated site.

What starts as mentorship or praise can quickly turn isolating and coercive. The dynamic shifts: flattery becomes pressure. Boundaries are crossed under the guise of professionalism. If you’re in a situation you never agreed to but feel obligated to stay in, that’s not consent—it’s exploitation.

No one should have to trade their body or boundaries to keep their job.

Who We Are – HarassmentHelp.org

HarassmentHelp.org is a project of Phillips & Associates PLLC, a law firm focused on workplace sexual harassment and employee rights. Created by award-winning sexual harassment lawyers, we offer confidential support and practical guidance to help employees understand their rights, navigate workplace retaliation, and make informed decisions to protect their careers.

The HarassmentHelp.org RGA Approach

We guide you through RGA — Rights, Guidance, and Action, a safe and supportive process designed to help you protect yourself, preserve your career, and stop the harassment.

• Rights – Understand Your Protections
  We help you understand what’s acceptable in the workplace, what crosses the line, and how the law protects you from harassment and retaliation.
• Guidance – Build Your Case Safely
  We offer confidential, nonjudgmental support before any formal action, helping you evaluate the safest and most effective steps for your situation.
• Action – Take Steps With Full Support
  You never have to face harassment on your own. We can help you create a plan that feels safe and manageable, and connect you with trusted sexual harassment attorneys who can draft complaints, handle communication for you, or work toward a private resolution.

Sexual Harassment in Security Assignments and Events

Security professionals often work in settings where oversight is limited and boundaries are blurred. Whether it’s an offsite assignment, a mobile patrol, or a special event, these environments can create real risks for harassment.

Common high-risk conditions include:

• Solo or remote posts with little supervision
• Graveyard shifts or overnight rotations
• Locations without working cameras or radios
• Assignments in places with intoxicated individuals (bars, concerts, casinos)
• Constantly rotating posts that leave officers isolated from their teams

Real-world examples of where harassment can occur:

• A corporate dinner or networking event where a supervisor’s “casual” comments turn sexual
• Poorly lit construction zones where co-workers take advantage of isolation
• Hotel security posts during overnight events, where unwanted touching happens in elevators or hallways
• After-hours debriefs that cross into pressured invitations or unwanted drinks
• Social media messages from a colleague that start about scheduling but shift into harassment

Harassment outside your primary post—or even off the clock—is still workplace harassment. The law does not excuse misconduct simply because it happens at a client site, hotel, or company event.

Retaliation After Ending a Consensual Relationship

If you once had a consensual relationship with a co-worker or supervisor, ending it should not come with consequences. Unfortunately, many security workers experience retaliation, such as:

• Being pulled from preferred shifts or posts
• Assignment to remote or unsafe locations
• Negative reviews or sudden write-ups
• Exclusion from shift updates, social isolation, or being labeled “difficult”

When someone uses their authority to punish you for ending a relationship, that’s not workplace drama; it’s a violation of your legal rights.

How HarassmentHelp.org Supports You Every Step of the Way

Here’s what working with us looks like from start to finish:

1. Confidential Conversation – Share your story in a safe space — no pressure to act right away.
2. Evidence Building – We help you keep detailed records of incidents, messages, and witnesses.
3. Strategy – Connect you with top sexual harassment attorneys who can help with preparing complaints, filing complaints on your behalf, or pursuing private resolutions.
4. Retaliation Guidance – Understand your rights and what steps to take if your employer pushes back.

You’re on the front lines protecting others. Now, let us help protect you—confidentially, effectively, and with respect.