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According to experts in career research, women occupied 28% of computing and mathematical positions in 2022 and less than 20% of leadership roles in the technology industry. The terrible numbers are exacerbated in the cybersecurity sector. However, studies demonstrate that diversity in thoughts and opinions is underrepresented without women in cybersecurity, which can leave crucial gaps in addressing cybersecurity risks. The overall industry recommendation is to implement a multi-faceted plan ensuring more women in cybersecurity have access to job opportunities, and there are some quick and straightforward methods to get started. Here are some of the fundamental causes of the gender gap and why focusing on addressing it helps individuals, companies, and the industry.
COVID-19 and the Great Resignation in 2020 significantly impacted employment at numerous companies, exacerbating already-existing labor shortages in cybersecurity. To make matters worse, as the number and severity of cyberattacks increased, so did the demand for cybersecurity professionals. In 2021, there was a 14% growth in demand for cybersecurity employment, while the number of vacant cybersecurity jobs increased by 350% to 3.5 million, according to one cybersecurity company.
A recent Boston Consulting Group (BCG) poll found that 75% of cybersecurity workers are men. Even though the low percentage of women in STEM-related careers is the primary motivator, it’s exacerbated in cybersecurity due to the quicker rate of change. Certification requirements change quickly, projects are only available to those with the most updated knowledge backgrounds, and limited internship opportunities all contribute to a greater sense of uncertainty for those entering the cybersecurity industry, particularly women who self-reported a desire for more predictability in their career opportunities. According to the same BCG report, 47% of women polled claimed they were uninterested in a cybersecurity job.
In March 2023, a Women In Tech story in CIO magazine featured research from Dice revealing that 75% of men feel their companies provide equal pay. However, only 42% of women in cybersecurity believe the same. Women in cybersecurity technology had higher levels of discontent than men, with compensation ranking as the top issue women cite as the source of their dissatisfaction. Another roadblock is advancement to senior positions. Some challenges raised included fewer opportunities to lead enterprise-level initiatives, gain exposure to senior leaders through large project presentations, and speak on behalf of companies at trade shows, conferences, and other group settings.
Solving the difficulties listed above won’t be easy. However, there are three ways companies can immediately start hiring more women in cybersecurity and keeping more women in the industry.
With the growing cyberattacks on high-profile companies, it’s essential always to remain vigilant of the latest threat landscape, and women in cybersecurity are given every opportunity to make a difference in the industry. At SpearTip, our certified engineers work 24/7/365 at our Security Operations Center, continuously monitoring companies’ networks for potential cyberattacks. Our remediation team focuses on restoring companies’ operations, reclaiming their networks while isolating malware, and recovering business-critical assets. We examine companies’ security posture to improve the weak points in their networks and engage with their people, processes, and technologies to measure the maturity of their technical environments. Technical roadmaps are provided for all vulnerabilities ensuring companies have the awareness and support to optimize their overall cybersecurity posture. ShadowSpear Platform, our integrable managed detection and response tool, exposes sophisticated unknown and advanced threats with comprehensive insights through unparalleled data normalization and visualizations.
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Encouraging and supporting more women to pursue careers in cybersecurity can be achieved through various initiatives. One approach could be establishing mentorship programs that connect aspiring women in cybersecurity with experienced professionals who can provide guidance and support. Additionally, organizations can actively promote diversity and inclusion by creating a welcoming and inclusive culture, implementing diverse hiring practices, and providing equal opportunities for professional growth and development.
Some potential challenges could include unconscious bias during the hiring process, lack of female role models or mentors in the field, potential isolation or alienation in male-dominated work environments, and stereotypes that discourage women from pursuing technical careers. These obstacles can hinder women's entry into the industry and their progression to leadership positions.
To bridge the gender gap in cybersecurity leadership roles, organizations should focus on implementing strategies to provide equal opportunities for women. This could involve establishing leadership development programs specifically tailored to women in cybersecurity, offering sponsorship and advocacy programs to support their career advancement, and actively promoting diversity and inclusion in leadership recruitment and promotion processes. Additionally, organizations can collaborate with educational institutions and industry associations to create awareness and encourage young women to consider cybersecurity as a viable career path.
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