Over the past year, CoESS – together with national members in Belgium, Croatia, Germany, Italy, Romania and the Netherlands, and in partnership with UNI Europa – commissioned researchers and universities to speak directly with young people working in private security. As part of the EU-funded “INTEL: Next Generation” Social Partner project, more than 2,000 security workers under the age of 35 were interviewed in the six countries.

The first national findings were unveiled during Social Partner events held in Zagreb, Croatia, and Gorinchem, the Netherlands, offering a first glimpse into what motivates, frustrates, and inspires the next generation of security professionals.

Key Insights From the Dutch and Croatian Studies

1. Pay, Working Conditions and Work-Life Balance Matter Most

In a period marked by inflation and high living costs, young professionals place strong emphasis on fair pay, stable working conditions, and the ability to achieve a healthy work-life balance. 

2. Clear Career Pathways and Modern Skills Are Essential

Many participants expressed the need for more transparent and structured career pathways. Researchers recommend training programmes that combine communication and conflict-management skills with strong digital competences, ensuring young workers can grow into more specialised and high-value roles.

3. Pride in the Sector – But Not Enough Recognition

Young employees show a high level of identification with the mission of private security and understand the crucial role the sector plays in public security. Yet many feel that the value of the sector’s work is insufficiently recognized in public debates and by policymakers.

4. Social Dialogue Remains a Cornerstone

Collaboration between employers and trade unions continues to be the most effective way to address labour and skills shortages. Through collective bargaining, quality training, improved career pathways, targeted support for young and vulnerable workers, DEI initiatives, and efforts to combat undeclared work, Social Partners can create meaningful improvements.

5. Public Procurement Must Reward Quality

Participants also highlighted the urgent need for better regulation. Public procurement practices must evolve to ensure compliance and reward quality over the lowest price. Only then can the sector break out of the “race to the bottom” and build a virtuous circle of quality jobs and high-quality services. CoESS and UNI Europa will continue advocating these concerns throughout the ongoing revision of the EU Public Procurement Directive.

What Comes Next

The Dutch and Croatian studies mark only the beginning. The next national findings will be presented in Bucharest, Romania, and Berlin, Germany, in November. After events in Italy and Belgium, a high-level EU Social Partner conference will take place on 11 March 2026 in Brussels to identify follow-up Social Partner action at European level. One conclusion is already made: the INTEL project will continue helping the sector develop evidence-based strategies to attract, retain, and empower the next generation of security professionals.