RENEE TARUN at Fortinet outlines the benefits of a more diverse workforce for cyber-security effectiveness and for the wider organisation

Like many areas in technology, cyber-security is still hugely male dominated. There’s no doubt that the sector needs to work harder to encourage more women into the field. Currently, women only make up an estimated 24 per cent of the cyber-security workforce – a statistic which is echoed across the technology industry as a whole.

Considering that only about 19 per cent of all STEM graduates are reported to be women, this deficit in gender diversity is most likely rooted in a lack of education. This is hardly surprising given the perceived lack of female role models in science and technology.

For example, PwC found that a whopping 78 per cent of students can’t name a famous female working in technology. Data from the same survey found that as a result, only 3 per cent of women reported that a career in technology was their first choice.

While awareness initiatives such as International Women’s Day help to highlight the problem, we all need to do more. As an industry, we need to be thinking about this more than just once a year and consider how we can drive real change in the field.

In reality, there’s so much more that can (and should) be done to create opportunities for women both in progressing and jump-starting their careers in cyber-security.

There’s value in diversity

In this day and age, we shouldn’t have to justify the value of bringing more women into the STEM workforce, but it’s worth noting that the benefits are quantifiable. Historical data has found that female-led tech companies have performed better, with women CEOs in the Fortune 1000 driving three times the returns as S&P 500 enterprises run predominantly by their male counterparts.

However, the benefits of a more gender-diverse workforce extend beyond just helping organisations to hit their financial goals. Studies have shown that women bring crucial soft skills to the workplace and often outperform men in areas such as taking initiative, communicating, demonstrating resilience, building relationships, and developing others.

Diversifying the workforce – actionable strategies

As an industry, it’s easy to put the lack of diversity down to a lack of female STEM graduates entering the workforce. While this is a valid issue, there’s also a question mark around female retention in the field.

According to Forbes, women are leaving the technology industry at a 45 per cent higher rate than men. Similarly, a study from Girls Who Code, found that half of women who go into tech drop out by the age of 35.

It’s easy to recognise that there’s a problem, but it’s going to take a consistent, collaborative effort to combat this challenge and drive meaningful across the industry. To attract (and retain) more women into the cyber-security workforce, here are a few initiatives that organisations can implement.

1. Training, training, training

Even the most experienced cybersecurity professionals can benefit from effective training and upskilling. However, it can also be particularly useful for those looking to get a foot in the door of the sector.

If you’re unsure where to begin, there are plenty of organisations solely focused on helping women and other underrepresented minorities to pursue a career in cyber-security. For example, organisations such as WiCyS, Latinas in Cyber and Cyversity offer their members free and discounted cyber-security training and certification curriculum.

2. Foster talent with an internship programme

Though internships are often viewed as opportunities for students and graduates, they can also be an invaluable tool for women seeking a career change. Offering these programmes will provide potential recruits with hands-on experience of the industry and a better understanding of the roles available.

There are numerous companies which help to connect potential interns with employers, but some of the organisations mentioned above can also be a great place to start.

3. Support your team with a mentorship scheme

Mentoring initiatives can play a huge role in helping to diversify the cyber-security workforce. They provide useful networking and learning opportunities for women already employed in cyber-security, as well as those looking to throw their hat in the ring.

While many companies have internal mentorship initiatives, some professional cyber-security bodies offer similar programs that can aid women who are still working toward a full-time cyber-security role or wish to develop relationships with professionals in the broader industry.

Cultivating a culture of inclusion

The industry isn’t going to change overnight and it going to require us all to dig deep. Both public and private sector organisations must lead the way in attracting and retaining more women (and other minority groups) in cyber-security.

Throughout this article, we’ve discussed some of the key initiatives that organisations should start to put in place. While setting up these programmes is an important first step, it’s only the foundation for a more diverse workforce.

To make inclusion a priority, organisations need to measure and track their progress, train their leaders, and create an environment for open dialogue and communication to help make this happen.

• Tarun is Deputy CISO at Fortinet