What Happens When the Problem Is the Manager?

One thing lurks behind virtually all issues involving private security's workforce problems. And it is hardly ever asked openly: what do workers do when the individual treating them badly is the boss who manages them?
For a good portion of private security workers, the problem is not hypothetical. Managers happen to be the largest group responsible for the discrimination reported by employees. The answer to the question of "what do they do about it?" would likely be: little, since their complaints lead right back to the offender and have no effect.
That may appear like the issue of some particular employees or managers. But it is more accurately described as a problem of design, where having power and avoiding responsibility leads to predictable results that repeat themselves.
The solution to this problem lies neither in the distrust of managers. What is needed is to ensure that managers' authority depends on how they handle it - monitored, time-limited, protected from retaliation, and linked to professional reputation.
Trustworthiness is achieved not through company policy but the actions taken after a mistake made by one of your own.

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