Jamie Thompson, Vice President, Engineering at Brivo offers her comments on the progression of women in the security industry. Jamie joined Brivo in 2021 as Director of engineering and now holds the position of Vice President of Engineering.
What could the industry do to encourage more female representation?
The industry should focus on three key areas to encourage more female representation:
(a) Reducing barriers to entry that women typically face
(b) Promoting women to managerial roles, especially senior leadership positions
(c) Ensuring equal pay
A lack of representation is often due to a lack of opportunity. The opportunity gap begins early – girls are less likely than boys to pursue STEM education. I was fortunate to attend a high school with a rigorous STEM curriculum, which played a critical role in shaping my career path. The physical security industry can help close this gap by investing in mentorship programs, sponsorship opportunities, and even grant initiatives to support STEM education for young women.
Another barrier to entry is motherhood. Many women either have children or plan to, and a company’s stance on work-life balance can significantly impact a candidate’s decision. If given the choice, a mother–or future mother – will choose a company that prioritizes flexibility and family-friendly policies. Companies in the industry should reassess their benefits, including parental leave, childcare support, and fertility insurance coverage, to demonstrate that they not only value women but also support them in every stage of life.
More representation starts with higher visibility. Typically, the most visible roles at companies are at the executive level, yet many of these positions remain male-dominated. Companies must implement inclusive hiring practices, be intentional about promoting women to senior leadership, create clear paths for women to advance, and foster a culture where women feel supported.
Finally, pay equity is essential. Companies should conduct regular salary audits to ensure there are no disparities between male and female employees in similar roles. Pay transparency policies can also help address wage gaps by giving employees clear insight into compensation structures and career progression opportunities. Equal pay isn’t just about fairness—it’s about demonstrating that women’s contributions are valued at the same level as their male counterparts.
Do you have any advice for women wanting to start a career in this industry?
Do not let imposter syndrome hinder your professional development. Despite what others may say, you don’t need to have a background in security to be successful in this industry—the greatest ideas often come from people with fresh perspectives and diverse experiences.
Know your strengths well and lean into your weaknesses. Be curious about what you don’t know or understand.
Mistakes will happen. It’s not about the mistake you made but about how you recover from that mistake. Focus on resilience and not perfection.
Most importantly, surround yourself with people who will advocate for you. If you find yourself in an environment that doesn’t support your growth, then don’t be afraid to push back or seek out a company that does value you. I feel incredibly fortunate to be at Brivo – a place that continually demonstrates how much they value my contribution and will support my career growth.
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