Public or private? Blurring the lines through YouTube recruitment of military veterans by private security companies

Private security companies (PSCs) blur the lines between the public and the private sector through the provision of services to state militaries. Based on a multi-modal qualitative content analysis of YouTube recruitment videos aimed at veterans, we show how PSCs also challenge these boundaries through their hiring practices. By relating to veterans’ past as hero warriors and by envisioning their future as corporate soldiers, the companies appear as ‘like-military’ and as allowing ex-militaries to ‘continue their mission’. The findings contribute to scholarly debates about the privatization of security. They illustrate that similarly to the public sector, the private is also re-constituted through the military values that veterans introduce. The study adds to the literature on the visualization of war showing how video-based platforms allow security actors such as PSCs to construct their corporate identity in ambivalent ways by appealing to different emotional levels and by giving rise to different narratives.

The uncertain commodity of ‘security’: Are private security companies ‘value for money’ for domestic violence services?

Reflecting on Loader and White ’s (2018) suggestion that the labour of private security workers is difficult to ‘commodify’, this paper uses original empirical data to show that there are four elements to what private security workers ‘do’ for victims of domestic violence when contracted by domestic violence advocacy services: they provide (a) practical ‘target-hardening’ measures, (b) ‘expert’ advice on security, (c) forms of ‘security therapy’ as workers talk clients through their safety-based anxieties and (d) forms of ‘security theatre’ as workers provide the appearance of providing security despite the efficacy often being unclear or uncertain. Each of these elements have significant risks that can threaten the interests of victims and domestic violence services.

Corporate sovereignty: Negotiating permissive power for profit in Southern Africa

The growing engagement with sovereignty in anthropology has resulted in a range of concepts that encapsulate how various (non-state) actors execute power. In this paper, we further unpack the concept of ‘corporate sovereignty’ and outline its conceptual significance. Corporate sovereignty refers to performative claims to power undertaken by (individuals aligned to) corporate entities with profit-making objectives within a state-sanctioned space. This contrasts with claims made by other (non-state) actors who operate in a permissive space that (regularly) lacks this legally grounded relationship with the state. By unpacking this state-sanctioned permissive space and highlighting the role of the state as the arbiter, our approach to corporate sovereignty offers a new comparative analytical perspective to theorize how sovereignty is performed and opens ethnographic avenues to explore how sovereignty is negotiated and co-produced across diverse localities. To elucidate our argument, we draw from ethnographic fieldwork conducted on coal mining companies in Mozambique and private security companies in South Africa. By focusing on cases that differ, we want to show the multitude of ways in which corporate sovereignty is enacted and takes shape.

Private Security Companies: Emerging Protectors of China’s Overseas Interests

An increasing number of Chinese enterprises and citizens are going abroad, which exposes them to risks threatening their personal safety and security of their property. With the expansion of Chinese overseas interests, traditional protection methods fall short of a demand for diverse services, revealing a major shortfall in the Chinese government’s capability to provide overseas security protection for its citizens. New service providers are therefore urgently needed, and private security company are becoming an increasingly popular choice. As this is a fairly new demand, only a small number of Chinese private security companies are operating overseas at present. Difficulties abound for them, such as absence of regulatory clarity on business operation and gun control. The presence of private security providers could also pose a challenge to host nation authority and trigger conflicts. To serve as true protectors of overseas Chinese interests, Chinese private security companies have a long way to go.

Drivers and barriers to workplace-based HIV self-testing among high-risk men in Uganda: a qualitative study

Background Men in Sub-Saharan Africa are less engaged than women in accessing HIV testing and treatment and, consequently, experience higher HIV-related mortality. Reaching men with HIV testing services is challenging, thus, increasing the need for innovative ways to engage men with low access and those at higher risk. In this study, we explore men’s perceptions of drivers and barriers of workplace-based HIV self-testing in Uganda. Methods An exploratory study involving men working in private security companies employing more than 50 men in two districts, in central and western Uganda. Focus group discussions and key informant interviews were conducted. Data were analyzed using inductive content analysis. Results Forty-eight (48) men from eight private security companies participated in 5 focus group discussions and 17 key informant interviews. Of the 48 men, 14(29.2%) were ages 26–35 years. The majority 31(64.6%) were security guards. The drivers reported for workplace-based HIV self-testing included convenience, autonomy, positive influence from work colleagues, the need for alternative access for HIV testing services, incentives, and involvement of employers. The barriers reported were the prohibitive cost of HIV tests, stigma, lack of testing support, the fear of discrimination and isolation, and concerns around decreased work productivity in the event of a reactive self-test. Conclusions We recommend the involvement of employers in workplace-based HIV self-testing to encourage participation by employees. There is need for HIV self-testing support both during and after the testing process. Both employers and employees recommend the use of non-monetary incentives, and regular training about HIV self-testing to increase the uptake and acceptability of HIV testing services at the workplace.