While the overall impact of the coronavirus is still in question, organizations can mitigate the damage it may cause by using mass notification stay in contact with their employees to keep them informed about any changes or developments.
Continuous evaluation can pick up and make note of concerning behaviors among employees, giving an employer the ability to intervene in negative behaviors that take place after the initial background check and before something serious happens to the individual or their organization. Once alerted to concerning employee behavior, employers can unlock multiple organizational support mechanisms, including having HR speak to the individual about the potential cause.
Limiting the spread and collateral damage that COVID-19 poses to the world will heavily depend on the level of situational awareness of the people on the ground and their reaction speed. What are some incident management protocols security leaders should keep in mind during COVID-19?
Women face unique entry barriers in the security industry, discouraging many from pursuing careers in the industry in the first place. This trickledown effect, combined with a lack of recruiting and mentorship opportunities, means the security workforce is drastically lacking in gender diversity. When companies prioritize female leadership development and break the stigma, they create diversity of thought in the process, driving their own success.
Dr. Lou Marciani has announced his retirement from his role as Director of The University of Southern Mississippi’s (USM) National Center for Spectator Sports Safety and Security (NCS4) effective April 1, 2020.