Travel Security Considerations; Risks Faced by Women
In a world where global mobility is integral to business operations, understanding the unique travel security risks faced by women is essential for risk managers. As organisations increasingly deploy female employees for international assignments, acknowledging and preparing for these specific challenges is not just a matter of duty of care, but also of operational success.
Women travellers often face distinct risks compared to their male counterparts, influenced by cultural, social, and legal factors in different regions. While crime, health, and general safety are universal concerns, women are more likely to be targets of certain types of crime, including sexual harassment and abduction. In some destinations, local customs and dress codes significantly impact the safety of female travellers. Moreover, the legal status of women and the local attitude towards gender equality can vary widely, affecting everything from the help women can expect from local authorities to the respect they receive in professional interactions. This insight will outline some of the typical gender-specific threats and the appropriate risk mitigation measures available prior and during any travel/deployment abroad - particularly important in regions where security risks to women are considered highest.
Figure 1 - Recorded Female Abductions/Forced Disappearances (Jan 2022-Dec 2023). Data Source: Armed Conflict Location and Event Data Project (ACLED) as at 5 Feb 2024.
Accommodation and Transportation
Choosing safe accommodation and transportation is vital. In certain regions, women face greater risks when using public transport or taxis alone, especially at night. Accommodations should be vetted not just for general security, but also for the safety and privacy they offer female travellers. Hotels with 24-hour security, well-lit public areas, and hotel recommended private transportation options that provide easy door-to-door transport are ideally suited to help to mitigate a myriad of security risks - mostly associated with issues relating to street harassment, sexual assault, petty theft, and abduction, amongst others.
Continuous Monitoring and Support
Providing ongoing support throughout the assignment is crucial. This includes regular check-ins, access to 24/7 emergency assistance, and providing local contacts who can offer support in case of an emergency. Organisations should also be prepared to respond swiftly to any incidents, offering medical, legal, and psychological support as needed. This may include maintaining and prioritising close support channels from head office departments to provide any much needed on-hand advice, especially when women may be excluded from such support systems whilst still abroad.
Cultural and Legal Factors
Understanding the cultural and legal landscape of the destination is crucial. In some countries, the laws and societal norms regarding women's rights and behaviour are significantly prejudiced. This can impact everything from how women should dress to how they interact with male colleagues and clients. Ignorance of these norms can not only pose a security risk but can also lead to legal issues.
Professional Challenges
Professional environments abroad can present unique challenges for women. In some cultures, women may not be taken as seriously as their male counterparts, impacting their ability to conduct business effectively. This can manifest in being excluded from key meetings, facing patronising attitudes, or dealing with unwelcome advances. Preparing female employees for these potential scenarios is key to ensuring they can navigate these challenges effectively. Persistent sexism in the workplace can quickly lead to operational deployments being cut short, with problems ranging from employees feeling their career is being hampered or unchallenged, mental health problems emerging, or relating to sexual harassment.
Health and Medical Concerns
Healthcare access and quality can vary greatly by location and often pose a higher risk for women, especially in regions with limited women’s health services. The availability of gender-specific healthcare is a critical consideration. Additionally, in some cultures, there may be barriers to women receiving prompt and adequate medical care due to gender biases in the healthcare system, this can include not being able to be seen by a female doctor.
Travel Security Policies and Procedures
Organisations should always develop comprehensive risk management procedures that fully take into consideration the risks faced by all travellers - facilitating safe and secure travel for all genders. This includes pre-travel training that covers cultural, legal, and gender-specific risks and advice on how to respond to uncomfortable or dangerous situations - and the freedom to reject travel deployments without persecution. Employers should also establish clear channels of communication for female employees to report any incidents or concerns, with the assurance that their concerns will be taken seriously and addressed promptly.
Conclusion
As organisations continue to globalise, understanding and mitigating the travel security risks faced by female employees is not just a matter of legal compliance, but a critical aspect of operational efficiency and employee well-being. It requires a nuanced approach that considers the unique challenges faced by women in different cultural and legal contexts. By adopting a proactive and comprehensive risk management strategy - which begins with understanding the security landscape of a travel destination and the appropriate mitigation measures available - organisations can not only ensure the safety and security of their female employees but also enhance their overall global operations.
