The ongoing cybersecurity threat remains a major concern, and while there has been much discussion on the importance of coordinated and cohesive efforts to combat this menace, it is crucial for all institutions, regardless of size, to have a cybersecurity policy in place to ensure that the entire organization is moving in the right direction.
Such a policy requires cybersecurity professionals who can develop a strategy that takes into account the organization’s needs, strengths, and weaknesses. Unfortunately, there is currently a shortage of such professionals, and one possible solution to address the 3.4 million shortage is to tap into the underrepresented demographic, which is women.
According to the International Information System Security Certification Consortium, women currently only make up 24% of the workforce for cybersecurity professionals, with the number dropping to 5% for the Middle East and Africa. This disparity is particularly ironic given that women often face disproportionate levels of online harassment and can provide invaluable insights for the counteroffensive in many cybersecurity spaces. Therefore, it is essential to identify the pain points and take actionable measures to close the gender gap.
Overcoming the Gender Gap
Starting to understand the gender gap in cybersecurity and technology is crucial. Some of the factors that contribute to this gap include industry perception and culture, societal and family constraints, barriers to entry due to limited digital and cyber literacy, wage gaps, lower earning potential at every level, missed or delayed promotions, and a much harder path to reach the upper echelons of the corporate world. It is essential to learn from earlier successes to solve this issue.
The first step should focus on building awareness for the industry as a whole and at a micro-level so that the organization can understand the gap and take steps to address it. For example, Atos has created a strategy to rebalance its gender equity by improving the shortlisting of women candidates by 20%, having 40% more women hires, and initiating 400% more mentorship programs for them.
One of the main issues hindering women in cybersecurity and tech roles is the fear that these jobs do not allow for a good work-life balance. The Global Cybersecurity Forum is working to counteract such concerns by engaging girls with STEM, but this engagement will remain an empty promise unless the industry reciprocates with better work-life balance policies and support for women professionals. Mentoring is another technique that can help women’s retention in cybersecurity jobs. The International Telecommunication Union has designed a learning program revolving around mentorship in cybersecurity to encourage more women to assume leadership roles in this sector.
Gender equality benefits extend beyond the need for finding more professionals to combat cybersecurity threats. Research has shown that gender diversity supports better decision-making, with inclusive teams making better decisions 87% of the time. At a time when cybercriminals are growing bolder, using creativity to break down defenses, and demanding increasing amounts of ransomware, there has never been a greater need to come up with innovative solutions. It is crucial for the state and the industry to encourage women into the fold, apart from assessing and recruiting women to balance the skewed ratio of men and women in these sectors.
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Author: Corye Douglas, Risk Manager
