In 2023, almost ** percent of security guards in the United States were women. In the same year, the best paying state in that occupation was the District of Columbia.

Graph and download economic data for Employed full time: Wage and salary workers: Security guards and gaming surveillance officers occupations: 16 years and over: Women (LEU0254705900A) from 2000 to 2024 about safety, gambling, occupation, females, full-time, salaries, workers, 16 years +, wages, employment, and USA.

According to a study conducted in 2022, only ** percent of cybersecurity professionals in Japan were women, making it the least gender diverse country in terms of cybersecurity employees. At the same time, in Germany there were below ** percent women working in cybersecurity.

Graph and download economic data for Employed full time: Wage and salary workers: Security and fire alarm systems installers occupations: 16 years and over: Women (LEU0254723700A) from 2000 to 2024 about occupation, females, full-time, salaries, workers, 16 years +, securities, wages, employment, and USA.

Graph and download economic data for Employed full time: Wage and salary workers: Information security analysts occupations: 16 years and over: Women (LEU0257861200A) from 2011 to 2024 about analysts, occupation, information, females, full-time, salaries, workers, 16 years +, securities, wages, employment, and USA.

Graph and download economic data for Employed full time: Median usual weekly nominal earnings (second quartile): Wage and salary workers: Security guards and gaming surveillance officers occupations: 16 years and over: Women (LEU0254759300A) from 2000 to 2024 about safety, gambling, second quartile, occupation, females, full-time, salaries, workers, earnings, 16 years +, wages, median, employment, and USA.

In 2025, there were over 451,000 active Security Industry Authority (SIA) licence holders in the United Kingdom, of which 402,273 were men, and 49,200 were women. The SIA is the regulatory body responsible for the private security sector in the UK. Security Guards, CCTV operators, and Door Supervisors, among several other jobs require workers to be hold an SIA licence.

Graph and download economic data for Employed full time: Median usual weekly nominal earnings (second quartile): Wage and salary workers: Transportation security screeners occupations: 16 years and over: Women (LEU0257875300A) from 2011 to 2011 about second quartile, occupation, females, full-time, salaries, workers, earnings, transportation, 16 years +, securities, wages, median, employment, and USA.

The global women safety app market is projected to grow at a CAGR of XX% from 2025 to 2033, reaching a value of million USD by 2033. The market is driven by the increasing incidence of violence against women, rising awareness about women's safety, and the growing adoption of smartphones. The market is segmented by type (voice activation, button activation, etc.), application (street harassment, domestic violence, etc.), and region (North America, Europe, Asia Pacific, etc.). Major players in the women safety app market include SmartShehar Woman Safety Shield Protection, VithU, One Scream, bSafe, Letstrack, Watch Over Me, Red Panic Button, Namola, Sheroes, Nirbhaya, Sekura, Citizen, Sister, Safetipin, Safe & The City, and Circle of 6. These companies are investing in the development of innovative and user-friendly women safety apps, which is expected to drive market growth in the coming years. The market is also expected to benefit from the growing popularity of wearable devices, which can be integrated with women safety apps to provide additional security features.

Women’s inclusion, justice, and security are more critical than ever in the midst of a pandemic that has wreaked havoc around the world. This year’s global report, the third since the inaugural edition in 2017, finds a slowdown in the pace of improvement in the Women, Peace, and Security (WPS) Index and widening disparities across countries. The range of scores on the 2021 WPS Index is vast, with Norway at the top scoring more than three times better than Afghanistan at the bottom. The range of scores is much wider than in 2017, when the score of the top performer was about twice that of the worst performer. This widening gap reflects rising inequality in the status of women across countries: countries at the top continue to improve while those at the bottom get worse, mirroring global trends in wealth and income inequality.

The index captures and quantifies the three dimensions of women’s inclusion (economic, social, political), justice (formal laws and informal discrimination), and security (at the individual, community, and societal levels) through 11 indicators (figure 1).

Globally, WPS Index scores have risen an average of 9 percent since 2017 and at above-average rates in 31 countries. Score improved more than 5 percent in 90 countries. Six of the top ten score improvers are in Sub-Saharan Africa.1 And current global levels of organized violence are significantly below the 2014 peak, despite a moderate uptick between 2019 and 2020.

The COVID-19 pandemic has impacts beyond people’s health that affect different aspects of day-to-day life. All people will be impacted in some way and must adapt to the pandemic, however men and women – or different groups of men and women – will not all be affected in the same ways. This is due to women and men play different roles and have different responsibilities in their homes and communities.

Women and girls are disproportionately impacted by crises. Women and girls are likely to: face even higher rates of domestic violence and sexual abuse; are more vulnerable to economic hardship as income generation activities women perform are disrupted; have increased unpaid in the household due to the closure of schools and have reduced access to essential health services. It is important to keep track of how all the different segments of the population are being affected by the COVID-19 pandemic and how mitigation measures are affecting people’s lives. This set of indicators has been developed to assist with that purpose.

COVID-19 response strategies that are gender responsive and socially inclusive to address the needs of women, youth, people with disabilities and other segments of the population who are more vulnerable.

The list of indicators is not mandatory nor exhaustive but, hopefully, helpful for people needing to track COVID-19 responses and impacts. The indicators cover seven areas: 1. Health impacts of the COVID-19 pandemic. 2. Participation of women, youth, and people with disability in decision making. 3. Sexual and reproductive health. 4. Domestic violence. 5. Economic security. 6. Food security. 7. Unpaid care work.

Graph and download economic data for Employed full time: Median usual weekly nominal earnings (second quartile): Wage and salary workers: Security and fire alarm systems installers occupations: 16 years and over: Women (LEU0254777100A) from 2000 to 2011 about second quartile, occupation, females, full-time, salaries, workers, earnings, 16 years +, securities, wages, median, employment, and USA.

Abstract A prevalence study was conducted to compare quality of life and food insecurity in men and women living with HIV/AIDS. The sample comprised 481 HIV-infected individuals undergoing antiretroviral therapy at a referral hospital in the State of Paraíba, Brazil. Food insecurity and quality of life were assessed using the Brazilian Household Food Insecurity Scale and WHOQOL-HIV Bref, respectively. The results were presented as absolute and relative frequencies and gender differences were tested using the chi-squared test adopting a significance level of 0.05. The findings showed that 40.1% of the sample were women. A higher percentage of women than men had a low income and low education level (65.8% and 72.5%, respectively). Prevalence of food security was lower in women than in men (29.0% compared to 42.7%), and a higher percentage of women than men reported below average quality of life (54.9% compared to 44.4%). The findings reveal that, besides the usual difficulties faced by HIV-infected patients, this group showed a significant level of gender inequality. The management of HIV patient care should consider these important findings, promoting access to care and support services and gender equality so that women can live fairer and more equal lives.

Explore labor force indicators dataset including information on employed persons, unemployment rate, population groups excluded from the labor force, and more. Access data on male and female populations, participation rates, and employment statistics in Saudi Arabia.

Population not in the Labour Force, Employed persons, Unemployment Rate, Male, Unemployment, %, Total, Population Groups Excluded from the Labor Force, Female, Number, Labor Force, Population, Unemployment, Participation Rate, Employment, Labor, Labor Force data

Saudi ArabiaFollow data.kapsarc.org for timely data to advance energy economics research..Sources:Total Employed Persons - Saudi Employed Persons - Non-Saudi Employed Persons : GOSI , MCS, MLSDSaudi Job Seekers: HRDF, MCS, NICother indicators: Estimated data from the GaStat Labor Force Survey (LFS)Data do not include employees in the security and military sectors and non-registered in the records of GOSI, MCSFor data after 2016 go to : Main Labor Market Indicators

Graph and download economic data for Employed full time: Wage and salary workers: Transportation security screeners occupations: 16 years and over: Women (LEU0257875000A) from 2011 to 2024 about occupation, females, full-time, salaries, workers, transportation, 16 years +, securities, wages, employment, and USA.

In 2023, more than ** percent of female workers in Indonesia were in informal employment. In comparison, around **** percent of male workers in Indonesia also did not have a working contract and job security. Informal employment in Indonesia is common in the construction and agricultural industries.

This dataset contains the details about the strength of Female Police Officers in India under different police organisations such as Assam Rifles, Border Security Force, Central Armed Police Force, Central Industrial Security Force, District Police, Central Reserve Police Force among others.

The name of the exam, grade name, subject name, total number of candidates, number of male candidates, percentage of male candidates, number of female candidates, percentage of female candidates, total number of candidates attending, number of male candidates attending, percentage of male candidates attending, number of female candidates attending, percentage of female candidates attending, required quota, admission criteria, total number of admitted or passing candidates, total number of male admitted or passing candidates, percentage of male admitted or passing candidates, total number of female admitted or passing candidates, percentage of female admitted or passing candidates, overall attendance rate, male attendance rate, female attendance rate, overall pass rate, male admission or pass rate, female admission or pass rate, total, male total, female total, male doctoral, female doctoral, male master's, female master's, male bachelor's, female bachelor's, male associate's degree (junior college) or specialized degree, female associate's degree (junior college) or specialized degree, male high school/vocational school or below, female high school/vocational school or below.

The purpose of this study was to conduct a national-scale evaluation of correctional facilities housing female offenders in order to assess the effectiveness of current programs, including alternative sanctions and treatment programs, and management practices. The goal was to gather information on "what works for which women" with respect to the program characteristics most related to positive outcomes. The first stage of the study consisted of gathering the opinions of administrators in state departments of corrections, including state-level administrators and administrators in institutions for women (Part 1). Administrators from jails that housed women were also interviewed (Part 2). Data collected for Parts 1 and 2 focused on attitudes toward the influx of women into jails and prisons, the needs of incarcerated women, and management and program approaches for meeting those needs. Respondents were asked to identify programs that in their view stood out as especially effective in meeting the needs of incarcerated women. From this list of nominated programs, researchers conducted 62 in-depth telephone interviews with administrators of programs located in jails, prisons, and the community (Part 3). A supplement to this study consisted of telephone interviews with 11 program directors who headed mental health programs that appeared to be "state of the art" for incarcerated women (Part 4). Variables in Parts 1-4 that concern the nominated programs include the underlying principles guiding the programs, whom the programs targeted, what types of staff were employed by the programs, the most positive effects of the programs, and whether program evaluations had been completed. Program effort variables found in Parts 1-4 cover whether the programs focused on trying to treat substance abuse, stop child abuse, provide women with nontraditional job skills, parenting skills, HIV/AIDS education, and life skills, change cognitive thinking, and/or promote self-esteem. Several variables common to Parts 1-3 include whether the programs provided women with follow-up/transitional help, helped to stimulate pre-release planning, allowed visits between women and children, or used ex-offenders, ex-substance users, volunteers, or outside community groups to work with the women. Variables focusing on the types of assessment tools used cover medical assessments, VD screening, reading/math ability screening, mental health screening, substance abuse screening, needs regarding children screening, and victim-spouse abuse screening. Variables pertaining to institution management include background knowledge needed to manage a facility, the types of management styles used for managing female offenders, security and other operational issues, problems with cross-sex supervision, and handling complaints. Similar variables across Parts 1, 2, and 4 deal with the impact of private or state funding, such as respondents' views on the positive and negative outcomes of privatization and of using state services. Both Parts 1 and 2 contain information on respondents' views regarding the unique needs of women offenders, which programs were especially for women, and which program needs were more serious than others. Planning variables in Parts 1 and 2 include whether there were plans to have institutions link with other state agencies, and which programs were most in need of expansion. Further common variables concerned the influx of women in prison, including how administrators were dealing with the increasing number of women offenders, whether the facilities were originally designed for women, how the facilities adapted for women, and the number of women currently in the facilities. In addition, Part 1 contains unique variables on alternative, intermediate sanction options for women, such as the percentage of women sent to day supervision/treatment and sent to work release centers, why it was possible to use intermediate sanctions, and how decisions were made to use intermediate sanctions. Variables dealing with funding and the provision of services to women include the type of private contractor or government agency that provided drug treatment, academic services, and vocational services to women, and the nature of the medical and food services provided to women. Variables unique to Part 2 pertain

The data shows a wide gap between female and male employees of the National Security Forces of Spain as of January 2021. The Spanish Armed Forces is the security institution with the largest number of employees, reaching figures of approximately *** thousand male professionals and over ** thousand female professionals.