LP Magazine

MAY-JUN 2019

LP magazine publishes articles for loss prevention, asset protection, and retail professionals covering shrinkage, investigations, shoplifting, internal theft, fraud, technology, best practices, and career development.

Issue link: http://digital.lpportal.com/i/1121134

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very similar to those that disagree (38%). However, results remain fairly consistent when breaking down the numbers by leadership position. Company Support Company support is and will remain a primary concern to the health of the loss prevention profession. For the loss prevention program to be successful, the company must be committed to communicating the purpose and importance of the program and instilling a culture that reaches all levels of the organization. However, it's just as important that this commitment is made to those responsible for carrying out the plan and moving the program forward. Do loss prevention professionals believe they have the support of their companies in terms of professional development and career advancement? Let's take a closer look. Q Loss prevention professionals at all levels of leadership overwhelmingly believe that retail companies should do more to support continuing education opportunities for their loss prevention teams, with 95 percent in agreement. Q While loss prevention professionals at all levels of leadership did reveal a slightly positive response in how they rank their company with respect to developing talent for leadership roles, there is some opportunity for improvement, with respondents indicating 6.5 out of 10. These numbers were consistent across all levels, with every level of leadership falling between 6 and 7 out of 10. Q With respect to promoting diversity in loss prevention, survey respondents graded their companies at 7.8 out of 10. These numbers were consistent across all levels, with every level of leadership falling between 7 and 8 out of 10. Q Support for women in loss prevention was also encouraging, with respondents grading their companies overall at 8.1 out of 10. These numbers were very consistent across all levels of leadership. Q Survey respondents had a very mixed response in regard to whether they believed that they have experienced or witnessed signs of discrimination when they or others were considered for hire or promotion. Overall, 35 percent of those participating in the survey indicate that they have experienced or witnessed signs THE NEW GENERATION OF LOSS PREVENTION Q1: VP, Director, or Corporate LP Q1: Regional or Division LP Q1: District or Area LP Manager Strongly Agree Agree Neutral Disagree Strongly Disagree Q1: LP Manager or Equivalent Q1: Other 0% 20% 40% 60% 80% 100% With the dynamic and ongoing changes across the landscape, retail companies should do more to support continuing education opportunities for their loss prevention teams. 46 MAY–JUNE 2019 | LOSSPREVENTIONMEDIA.COM Strongly Agree Agree Neutral Disagree Strongly Disagree 0% 10% 20% 30% 40% 50% Most loss prevention professionals are legitimately prepared for the changes that will take place across the profession over the next Œve to ten years.

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