Category: The Guru Cyber Allyance

Women represent only 30% of the global cybersecurity workforce, reflecting a slow growth rate and pervasive social inequalities. As we witness a concerning increase in cyber harm and a widening skills gap within the industry, it becomes imperative to engage more women in cybersecurity.

Diversity is not merely a desirable trait; it’s a fundamental necessity in our fight against cyber threats. The effectiveness of our defense strategies hinges on the varied perspectives and expertise brought forth by diverse teams. Without such diversity, we risk overlooking critical insights and fail to adequately protect those most vulnerable to cyber threats. Therefore, diversifying the cybersecurity sector isn’t just about inclusivity; it’s about safeguarding our collective digital future.

So why are women not entering (and staying) in a sector that has great growth potential, offers good pay, and with a mission for social good?

Where it begins

Despite women constituting over half of higher education graduates in the UK, they remain outnumbered 4:1 in computer science courses. While there’s been a commendable 23% rise in female enrolment in computer science degrees since 2019, persistent biases deter many women from pursuing STEM fields. Recognising and overcoming barriers underlying this fap is essential to cultivating a diverse and inclusive cybersecurity workforce.

Studies have shown that last year, the number of girls taking A-Level computing was still fewer than 3,000 in the UK. Science, technology, engineering, and maths (STEM) subjects are still heavily male-dominated. Outdated biases continue to influence girls’ decisions, not just in selecting which subjects to study at school, but also when pursuing higher education and when joining the career ladder.

A lack of female presence in cybersecurity is a deep-rooted problem to overcome and begins early in women’s educations. Initiatives such as Nominet’s donation of nearly 700,000 devices to UK primary schools aim to spark early interest in coding among children. However, sustained efforts are required to reverse the decline in girls opting for computing education. Failure to do so risks perpetuating biases that hinder technological innovation and cybersecurity advancements.

Why women often feel the cyber industry is not for them

There are a multitude of reasons why women can be made to feel that the cybersecurity industry is not one for them. But one could be that women are disproportionately driven offline by gender-based cybercrime and online harms. Women and girls are more likely than men to be victims of cyber violence due to systemic gender bias.

A 2021 study by Economist Impact found that more than half of women worldwide have experienced abuse online, making the web a space that often doesn’t feel safe or appealing for women. A story that has recently recaptured headlines is of the prolific cyber stalker, Matthew Hardy, who terrorised female victims online by creating hundreds of fake accounts and using them to destroy their relationships and reputations.

These experiences, starting from a young age, may discourage women from pursuing careers in IT and cybersecurity. The fact that there are forms of cybercrime that are exclusively targeting women is the very reason that female voices are such a crucial reason for them to be a part of creating effective cyber strategies.

Diversity of perspective

It is essential that women are involved in the creation of cybersecurity strategies. While women don’t yet make up half of the cybersecurity industry, they do account for half of the population. As such, having women involved at every step of a cyber strategy is essential to ensure policies cater for women in the right way. Increased representation of women challenges ingrained biases and demonstrates that individuals of any gender can excel in cybersecurity, irrespective of societal expectations.

For example, Signal has recently made is possible for users to not share their number with contacts, but only a username – which can be changed at will. Yes, privacy and free speech are crucial. But this will make Signal more attractive for criminals, including those looking to commit violence against women. It will make it harder for law enforcement to prosecute. Consequences like these are foreseeable, and with more women working in cybersecurity across software companies, law enforcement, and government, we can reduce these harms.

Taking positive action

Current discussions about preventing online abuse and exploitation of women are encouraging, but they must be accompanied by positive action to ensure everyone is equally protected. This comes from education in our formative years, all the way through to our professional careers.

The development of technology must be scrutinised to prevent abuse, and companies must be better at limiting harm that comes from those who abuse it.

An understanding our adversaries, lateral thinking, and the ethics of AI are knowledge that can trained in cybersecurity and made more impactful by soft skills such as communication and teamwork. The technologies we use in the industry change constantly, and encyclopaedic knowledge of these should not be a barrier.

Schools, universities, and technology companies should think about how emerging technologies, like AI, can lower barriers to a career in cybersecurity. According to the World Economic Forum, 65% of children entering school today will go on to hold jobs that do not yet exist. Leveraging emerging technologies like AI can democratize access to cybersecurity careers, reducing the emphasis on traditional hard skills like coding.

In my experience, no one should feel intimidated by the cybersecurity industry. Organizations like Nominet are committed to fostering a safe and inclusive digital environment, offering ample opportunities for women to contribute their skills and expertise. By promoting diversity and representation across the tech sector, especially in cybersecurity, we can collectively fortify our defenses and pave the way for a safer digital future.

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Diversity, Equity and Inclusion (DEI) initiatives are now well established in cybersecurity with only 8% of businesses saying they did not have any, according to the ISC2 Cybersecurity Workforce Study 2023. But while these are well-established internally, businesses are still failing to communicate their commitment when recruiting, stacking the odds against applicants from diverse or minority backgrounds. The report warns that in times of economic uncertainty and given the huge skills gap, which is rising 30% year-on-year in the UK, organisations can ill afford to exclude large swathes of the available talent pool. So why are recruitment efforts still so narrow in focus?

DEI efforts are undoubtedly insular, with the same survey revealing that only 26% of job posts refer to DEI programs or goals in the job description and only 40% conduct blind tests that assess based on skills or potential to eliminate bias. Both these steps can make a subtle but important difference. If we look at recruitment based on gender, for example, those whose job adverts referred to DEI had a workforce comprising 26.6% women compared to 22.3% among those that did not. It was a similar story for skills-based hiring where the workforce was made up of 25.5% women amongst those that did adopt this approach versus 22.2%.

No entry level openings

Demonstrating a commitment to DEI and the elimination of bias is key in an industry that is still predominantly made up of white males (54% according to the survey) and where gatekeeping has been an issue (i.e. controlling who is allowed to enter or progress within the profession). In fact, some have famously stated that there isn’t a skills gap at all, with plenty of talent available, just very little opportunity to gain a foothold on the ladder. And it’s a claim that appears to be substantiated by the State of Cybersecurity 2023 report by ISACA, which found that experienced positions outnumber entry level positions by a factor of two to one. The report warns that “that no number of reskilling programs will help to overcome” the lack of opportunity caused by such narrow recruitment practices and it is clearly skewing intake, with new entrants considerably older on average than they have been in the past (48% of new entrants are aged 39 years or older, according to ISC2).

Encouragingly, the elitism associated with entering the profession which once saw cybersecurity degrees prized above all else is on the wane. Only 31% of cybersecurity professionals have entered the profession with an industry degree and among hirers only 30% said a degree was desirable for entry level positions, found ISC2. This is good news as industry groups have long championed the removal of degree mandates, especially for entry-level positions, but it’s in part due to the fact that degree syllabuses are failing to align with industry needs. The minimum standard for a bachelor degree to be approved by ENISA, for example, is that just 25% of modules need to be on cybersecurity topics.

Insufficient support

The primary factor now when deciding if a candidate is suitably qualified is hands-on cybersecurity experience, according to 72% of those questioned by ISACA. But this often requires these candidates to invest their own time and resources in getting the necessary experience which can take between 1-3 years. Moreover, there’s been a decline in reimbursement of fees, meaning that once in a role support for continued learning is being withdrawn, with only 55% of organisations picking up certification renewal fees on behalf of their employees.

Without encouragement and support, potential applicants are deselecting themselves as they don’t believe they have what it takes to succeed. These are the numbers we can’t quantify but what we can look at is the number of organisations that are willing to recruit from non-cybersecurity backgrounds. The ISC2 survey found only 51% are changing their hiring requirements in this way. Worryingly, the vast majority seem to be looking to cross-train non-security staff inhouse to fill security roles, with ISACA saying this was the top strategy used by 45% of organisations. Only 19% were offering apprenticeships or internships.

Where we are today and where we need to be

Insufficient entry level openings, an over emphasis on technical experience, and a lack of educational support coupled with inward-looking recruitment practices that seek to cross train existing employees rather than cast the net anew are all making it extremely difficult for all new entrants but particularly those who have historically been discriminated against.

Globally, only 18% of the cybersecurity workforce is female and 38% are non-white, which means we still have a long way to go. The scales are tipping, with 26% female and 57% non-white in those aged under 30. But the needle is nowhere near where it needs to be in order to help redress the balance and fill the workforce gap which currently stands at 4m globally, almost equivalent to the number employed which stands at 5.5m, as estimated by ISC2.

Yet there’s one particularly telling statistic from the ISC2 survey that speaks volumes – a fifth of respondents said they felt discriminated against in their place of work. This suggests that DEI initiatives, while being widespread, are not nearly as successful as employers might think they are and that significant change is needed to make the industry one that welcomes and supports talent.

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For some time now, there has been a worrying lack of the requisite skills around cloud security, data security, and application security. Especially within the mid and senior level. Part of the reason is that cloud architectures and the ever more distributed systems we are now used to today has created new attack surfaces that require specialised skills to secure. Here, there is a real shortage of engineers who are well-versed in techniques like cloud access security, cloud encryption, and micro-segmentation.

With vast amounts of sensitive data now being collected and analysed, skills in data security governance, database activity monitoring, and data loss prevention are more important than ever before. Unfortunately, entry-level cybersecurity hires often lack the soft skills needed for organisational collaboration, communicating cyber risks, and enabling behavioural change. At the same time, due to advanced persistent threats evolving so rapidly, mid and senior level professionals skilled in threat intelligence gathering, dark web monitoring, and understanding the attacker mindset are also rare. Shortages also exist in digital forensics and incident response skills like log analysis, reverse engineering malware, and determining root causes.

Failing programmes

The rapid pace of technological change has expanded the scope of vulnerabilities beyond recognition. Cloud, mobile, IoT and AI adoption have all massively increased risk, vastly expanding the expertise required to secure a modern organisation.

Educational programmes are, unfortunately, failing to keep students’ skills current with technological change. More public-private partnerships, certification programs and continuing education are needed.

Why diverse perspectives work

There is no doubt that more diverse perspectives promote more innovative solutions. It is, therefore, important to encourage them. Homogenous teams only end up reinforcing the blind spots that attackers can look to exploit. Whereas teams incorporating diverse backgrounds provide much more cognitive diversity to imagine novel defensive approaches.

The industry needs to tap into underrepresented talent pools through inclusive hiring initiatives. Unfortunately, many women or minorities with aptitude for cybersecurity roles still face unfair barriers to entry. This needs to change. Intentional, equitable hiring is vital for the industry to access and develop previously untapped talent.

A diverse age range should also be encouraged. Blending junior energy and new approaches with senior experience creates vibrant, balanced teams that nurture skills development and help to secure the business.

How to fill the gap

To help fill the skills gap, organisations should look to cross-train staff to handle multiple roles. Employees skilled across functional areas can improve response coordination while reducing costs. Not being afraid to employ remote workers can also help to access wider talent pools cost-effectively. Such remote models provide access to skills globally without relocation costs, improving diversity too.

Organisations should also look to invest in upskilling current staff on the latest technologies. After all, it always costs less to upskill internally than replace staff. Prioritising continuity and growth of institutional knowledge will pay dividends. Finally, make sure that the business prioritises spending on the highest risk areas. With limited resources, focus should be on securing the most critical business assets and processes first.

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ISACA has announced its participation in the Erasmus+ program’s SHE@CYBER project. This initiative, under the EC Cooperation partnerships in vocational education and training, is a concerted effort to address the cybersecurity skills gap in Europe, with a particular focus on empowering women and underrepresented groups in the field.

The SHE@CYBER project, coordinated by Vernian RTI – Research, Technology and Innovation, is a comprehensive strategy aimed at enhancing Europe’s cybersecurity resilience and championing diversity within the sector. The project’s objectives include developing a roadmap for vocational education and training (VET) in cybersecurity, creating open-access professional training programs, and promoting a cybersecurity mindset across Europe.

Chris Dimitriadis, Chief Global Strategy Officer at ISACA, stated, “Our involvement in the SHE@CYBER project is a testament to ISACA’s commitment to closing the gender gap and building a diverse cybersecurity workforce,” said Chris Dimitriadis, Chief Global Strategy Officer of ISACA. “By leveraging our expertise in education, training, and certification, we aim to empower individuals—especially women—from non-technical backgrounds  to thrive in this critical field.”

The project is set to deliver sustainable VET training programs in five European countries, utilising innovative online curriculum and industry-oriented training approaches. It will also address the specific need to attract female trainees and support their understanding of the professional opportunities within the digital landscape.

Pambos Pantziaros, Director, Vernian RTI (Cyprus) commented, “The collaboration between ISACA and the Erasmus+ program through the SHE@CYBER project is a significant step towards creating a more inclusive and secure digital Europe. The initiative’s focus on education and training will not only fill the cybersecurity talent gap but also ensure that the workforce is equipped to handle the challenges of our increasingly digital world.”

ISACA’s unique position as the only organisation of its type involved with the European Union on such initiatives underscores the importance of this partnership. With more than 50 years of experience and a presence in 188 countries, ISACA brings a wealth of knowledge and resources to the SHE@CYBER project, aligning with its mission to support IT education and career pathways for under-resourced and underrepresented populations.

The SHE@CYBER project aligns with the Erasmus+ program’s policy priorities, including addressing digital transformation, adapting VET to labour market needs, and increasing the attractiveness of VET. By creating synergies across different fields of education, training, youth, and sport, the project has the potential to make a significant impact on these areas.

This announcement is the latest made by ISACA in its continued efforts to reduce the cybersecurity skills gap. Last year, the association offered 20,000 free memberships for European students to access ISACA’s network and thus its resources, credentials, training materials and events. This includes connecting organisations with potential candidates to complete their workforce. In addition, ISACA pledged to increase the reach of its training and credentials in Europe and to surpass 46,000 individuals certified under the European Cybersecurity Competency Framework mapping.

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By Jasmine Harrison PC.dp, Account Manager – Data Protection People

Women play an important role in the field of data protection, bringing diverse perspectives and ethical considerations into an area that can be a minefield for many. This often leads to the creation of groundbreaking solutions that meet the varied needs of diverse groups, establishing fair and equitable data protection policies tailored to the specific concerns of different demographics. 

Despite the challenges, the cybersecurity workforce currently comprises only 24% women, as reported by Cybersecurity Ventures. However, there is optimism on the horizon. The same report predicts a growth in female representation, estimating that women will make up 30% of the global cybersecurity workforce by 2025, reaching 35% by 2031. Nevertheless, it remains crucial to actively encourage more women to pursue roles in vital areas like data governance, security, and compliance, as these have now become the backbone and necessity of any thriving business.

Diverse Perspectives

Women bring fresh perspectives to the table, creating a deeper understanding of data protection challenges. This leads to the development of forward thinking solutions that cater to the needs of diverse groups, ensuring fair and equitable data protection policies and practices addressing specific concerns of various demographics. 

The diverse insights and approaches that women contribute to data protection play a pivotal role in elevating the overall effectiveness of data compliance, privacy, and cybersecurity measures. Their diverse viewpoints not only enrich the decision-making process but also contribute to the development of more resilient strategies, ultimately assisting businesses in addressing compliance complexities and bolstering data security.

Ethical Considerations

As data holds a central position in decision-making within many organisations, adhering to ethical standards becomes not only a legal necessity but also a moral imperative. Upholding ethics in data collection poses considerable challenges, especially in the face of rapid technological development that often outpaces regulatory and ethical guidelines. 

As vocal advocates for ethical data practices, women offer invaluable insights into the potential societal and individual impacts of data collection and usage. These insights, in turn, contribute to fostering responsible and ethical data handling practices across various sectors.

Closing the Gender Gap and Inspiring the Next Generation

The data protection field, much like various STEM domains, struggle with a longstanding underrepresentation of women. Increasing participation in this sector is pivotal for gaining gender equality and ensuring a chorus of diverse voices to shape the trajectory of data protection in the future.

The impact of women serving as role models in this field is truly remarkable. Witnessing the influence by women in cybersecurity, data governance, and compliance is awe-inspiring, as they spearhead breakthroughs, establish pioneering policies, and propel the field to unprecedented heights.

Encouraging more women in leadership roles within data protection not only serves as inspiration but also empowers future generations of women to embark on careers in this vital field. This, in turn, contributes to forging a more balanced and inclusive workforce in the long run.

Addressing Bias

Women play a vital and transformative role in identifying and addressing potential biases within the processes of data collection and algorithmic assessments. Active engagement in the development and implementation of data protection frameworks is instrumental in ensuring that these frameworks are not only robust but also fair and unbiased, laying the groundwork for a data landscape built on the principles of equality and inclusivity.

By actively participating in the creation and refinement of data protection protocols, women bring an insightful perspective that helps uncover and rectify biases that may otherwise go unnoticed. Commitment to fairness and inclusivity permeates every stage of the data lifecycle, from collection to analysis, offering a valuable counterbalance to potential biases that might inadvertently seep into algorithms.

Moreover, women’s involvement in decision-making processes related to data protection injects an understanding of diverse perspectives, mitigating the risk of perpetuating stereotypes or reinforcing existing biases. This concerted effort not only contributes to rectifying historical imbalances but also establishes a foundation for a more equitable and just data landscape.

By actively championing unbiased data protection frameworks, women are not just addressing current biases but also paving the way for a future where data is harnessed ethically and responsibly, free from the shackles of pre-existing prejudices.

Incorporating and valuing the contributions of women is fundamental in shaping an inclusive data protection ecosystem. This approach not only safeguards individual rights but also advocates for responsible and ethical data practices, laying the groundwork for a more secure future.

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International Women’s Day has long been an advocate for elevating and advancing gender equality within the technology industry. At the heart of this celebration is a collective commitment to recognise and celebrate the women who are not only making significant strides in tech but also reshaping the landscape of innovation. The theme for this year, ‘Inspire Inclusion,’ serves as a rallying cry for a global movement to break down barriers and foster a more inclusive environment for all.

The importance of women in technology cannot be overstated. Beyond the mere recognition of their presence, it is the acknowledgment and celebration of their invaluable contributions that truly propel progress. Inclusivity, in its truest sense, inspires a collaborative atmosphere, fostering creativity and ingenuity that transcends traditional boundaries.

To give a voice to those supporting women in tech, not just on International Women’s Day but all year round, we sought insights from various thought leaders within the cyber community. These spokespeople bring diverse experiences, expertise, and viewpoints to the subject of how we can continue to drive diversity forward. 

Rachael Shattock, Group Event Director – International Cyber Expo; “Embracing diversity in cybersecurity is not just a buzzword; it’s a must. As we start to recognise that women bring a vital contribution to the tech industry, we must also cultivate diversity by actively encouraging young minds from diverse backgrounds to explore the vast opportunities within the tech and cybersecurity sectors. The cyber sector, much like many others, grapples with a glaring lack of diversity, spanning gender, age, ethnicity, and neurodivergence. Addressing this issue head-on is not just a matter of equality; it’s a strategic move to close the UK cyber skills gap. 

“Allyship and collaboration among women emerge as a key driver for change. By supporting and uplifting each other, women can gain the momentum needed to drive a fuller female workforce in tech. The wealth of incredible work performed by women in the cybersecurity industry is a testament to their capabilities. Listening to the aspirations of the women in this sector, we recognise the need to provide them with a platform to be heard. 

“That’s precisely why it is important to continuously deliver inspiring and educational networking events for women and their allies in the industry. Together, through allyship and collaboration, we can pave the way for a more inclusive, vibrant, and empowered future in tech and cybersecurity.”

Darren Guccione, CEO & Co-founder – Keeper Security; “On this International Women’s Day, we are excited to celebrate the invaluable contributions of women in cybersecurity – both across the industry and here at Keeper. Their dedication, innovation and resilience are critical to our success. As we embrace the theme of ‘Inspire Inclusion,’ we remain committed to cultivating an environment where every woman is empowered, valued and included.  At Keeper, we put that mantra into practice with women leaders shaping every aspect of our organisation, from customer support to marketing, sales, finance and beyond.”

Ashwini Almad, Senior Director, Product Management at Cybereason; “There are so many female unsung heroes, from Ada Lovelace, who wrote the first computer algorithm, to daily things we use, like the dishwasher by Josephine Cochran. My favourite is Jen Easterly, poised to deliver the daunting task of protecting US infrastructure from adversaries.

“STEM starts young. We need to drop stereotypes and expose young girls to STEM toys (cars, Lego) to shape their interests. We should also provide female role models to channel their curious minds and show them they can be anything they set their hearts and minds to.

“There are multifaceted systemic challenges due to historic biases, societal norms, and barriers. The lack of funding, connections, and tools leads to a weak foundation, leading to a withered interest among women. We are responsible for providing opportunities and reducing barriers to participation.

“Inviting and uplifting people with diverse backgrounds is crucial to empower underrepresented groups in STEM. Breaking barriers drives innovation and creativity, which doesn’t happen with one set or type of people. Inclusion is Now.”

Elly Beal, Cyber Essentials Assessor – Pentest People; “Over the decades, the tech industry has predominantly favoured a male presence, but the time has come to shift our focus towards recognising the invaluable skills that women bring to the sector. Breaking free from outdated stereotypes is a collective challenge, and to achieve a more inclusive environment, we must take proactive steps.

“Encouraging women to participate in the tech space requires an emphasis on mentorship, diverse experiences, and heightened awareness of the importance of effective communication. Through these concerted efforts, we have the potential to create a tech industry that is both inclusive and dynamic, harnessing the full spectrum of talent and capabilities.

The ability to translate technical jargon into understandable concepts is a skill transcending gender boundaries, resonating effectively across diverse individuals.

“The capacity to articulate complex ideas in simple, comprehensible language is such a valuable asset. This skill bridges the gap between technical and non-technical spheres, fostering effective communication channels. Asking questions, embracing the discomfort of seeking help, and initiating conversations are powerful strategies that lead to valuable insights, fostering personal and professional growth. Forming a support system and seeking mentorship are vital components of a successful career, leveraging previous experiences also contributes to development.”

Jasmine Harrison PC.dp, Account Manager – Data Protection People; “Women play an important role in the field of data protection, bringing diverse perspectives and ethical considerations into an area that can be a minefield for many. This often leads to the creation of groundbreaking solutions that meet the varied needs of diverse groups, establishing fair and equitable data protection policies tailored to the specific concerns of different demographics.

“As vocal advocates for ethical data practices, women provide invaluable insights into the potential societal and individual impacts of data collection and usage. These insights, in turn, contribute to the cultivation of responsible and ethical data handling practices across various sectors.

“The field of data protection, like many STEM fields, struggles with underrepresentation of women. Increasing women’s participation in this crucial field is critical for achieving gender equality, ensuring that diverse voices resonate in shaping the future of data protection. Women assuming leadership roles in data protection not only inspire and empower future generations but also contribute to forging a more balanced and inclusive workforce over time.

“Women play a vital role in identifying and addressing potential biases within data collection practices and algorithms. Their active involvement in developing and implementing data protection frameworks acts as a safeguard, promoting fairness and unbiased approaches, thus fostering a data landscape built on principles of equality and inclusivity.

“Embracing the indispensable contributions of women is so important when constructing a robust and inclusive data protection ecosystem. Through this, we not only guarantee the protection of individual rights but also champion responsible and ethical data practices, paving the way for a more just and equitable digital future.”

Marcia Dempster, VP, Global MSP & Channel Sales Americas – Keeper Security;

“I’m truly honoured to stand among the many talented women who are driving innovation and progress here at Keeper and across the broader cybersecurity industry. International Women’s Day is a moment to reflect on the achievements and progress of women not only in our industry, but worldwide. Let’s continue to leverage our collective strength, knowledge and diverse perspectives to build a future where every woman has the opportunity to thrive. Together, we can inspire inclusion and foster empowerment for future generations. We should all continue to be focused on mentioning women’s names in the rooms that matter.  Always remember, if you’re not included and you feel like you should be, BYO chair and make a space at the table for yourself, and the women around you. Happy International Women’s Day!”

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