In her first blog for Infologue, Magda Jablonska El-Aasar, HR Director at Corps Security, looks at the ongoing security issues caused by riots and protests in the UK and the impact this can have on the industry.
In the past few months, riots, protests and counter-protests across the UK have led to violent clashes and civil unrest, leaving many scared to visit hotspot areas. The current terror-level threat is substantial, and the fear many civilians feel is often amplified for security officers.
Security officers are more than just friendly faces greeting office workers. Often, they are the first line of defence in a range of dangerous scenarios, and their job is to protect people by putting themselves at risk.
That pressure and a changed threat landscape can impact not only the physical wellbeing of an officer but their mental health too. Without ways to manage it, stress can increase heart pressure and prompt people to find relief in unhealthy vices such as smoking or poor eating habits, which further impact health.
HR support and integration is therefore vital. In my role at Corps Security, I am often the first person that officers reach out to. Our HR teams’ support is wide-ranging, so we can provide help no matter the experience or background of officers.
It’s HR’s job to be there, advise our people and provide services that they can access for further support. That way, they can arrive at their shift secure in the knowledge they will receive the right support no matter what happens.
Signpost resources
The first step in supporting officers is providing the right resources and making sure they are aware of how to access them. Offer a free Employee Assistance Programme (EAP), especially one that includes six weeks of free counselling that any officer can request. EAPs must ensure anonymity, but overall statistics can be reported back so you can see if there is an increase in reported health issues.
Platforms like Aviva Digicare+ can also look after employees under a Group Protection policy, and give access to annual health checks, nutritional consultations, gym discounts, and doctors’ appointments within 48 hours. These resources keep the body and mind well and offer flexibility, which is ideal for shift workers who may struggle to find appointment times with the NHS.
Likewise, bereavement support is a crucial resource to offer through an external provider, but internal support structures need to be in place too. Corps offers an additional welfare fund for sickness, personal trauma, bereavement and similar circumstances. When a young officer went through a difficult bereavement recently, the fund helped him pay for funeral costs. Our officers can’t predict their future and when tragedies occur, they must be afforded the time to grieve without the additional anxiety of financial difficulties.
These resources should be readily accessible for your officers, especially as many on the ground don’t have access to a desktop, so employee portals need to be available via mobile phone. An intranet should keep everything in one place. A singular portal like our Corps Connect lets employees book holidays and see their rota, but also access workplace trauma, mental health and wellbeing resources, EAP information, and signposting for external charities like Security Minds Matter.
Offer to listen
Training managers and HR colleagues should be well-trained on how to spot mental health and wellbeing struggles and respond to them, but we can’t expect them to be experts. Make sure to consult specialists and not run internal awareness sessions without bringing in experts, like those in disability and neurodiversity to deliver neurodiversity training, for example. A manager’s role is to listen and provide support but also to redirect officers to the most appropriate resources for their needs.
During a recent emergency at a client site, we had multiple officers impacted. My team was on site as quickly as possible, operating as a HR surgery. We were able to discuss each officer’s experiences and officers who were mentally and physically exhausted from the previous day were sent home.
One person experienced racial abuse while trying to help the public safely evacuate. She reached out to her manager and also spoke to me about it. I could tell that just by letting her explain what happened, she relieved some of the pent-up anxiety and emotions she was feeling. I directed her to the support and counselling resources we offer and reiterated that I can be there for her when she needs support in the future because it can take time to process exactly what happened after a traumatic experience.
Take part in the wider conversation
The industry must offer more spaces for officers to open up about their mental health struggles. That is why we helped launch the Wellness Baton, an event series collaborating with other security and FM providers. In these events, City Security Council members can come together, share best practices and learn from mental health experts. Since our inaugural event in May 2023, there have been four events each held by different security providers. The culture needs to change from silence to open communication, and I believe that can only happen when the industry works together.
Security officers work around the clock to protect public spaces and the people within them. Officers need to know that whatever they encounter, no matter who it involves or what happens, they have your support. That is why it is essential to build strong relationships between HR and officers and always offer to talk. A conversation goes a long way.