How to achieve gender parity in cybersecurity

As digital transformation engulfs an ever increasing share of human activities, the security of online spaces is of paramount importance. The amount of information about people that has been put on cyberspace is ever increasing. As tangible assets need protection from theft, cyber assets also need protection as laws enforcing cybersecurity are in nascent stages.

Cybersecurity can be an excellent business enabler. With rapid digitisation of business processes which has been accelerated by the Covid-19 pandemic, cybersecurity allows businesses to digitise faster, in a more cost-effective way and to take into consideration future risks. It is imperative to embed cybersecurity into the overall business strategy to reduce financial and reputational risks.

Situation

According to Deloitte, only 24% of cybersecurity professionals are women and as the positions get more senior, female representation decreases drastically. According to Revolent, only 19% of Chief Information Officers at Fortune 500 companies are female and their average tenure is less than men by one-and-a-half years. But this is also an industry where, according to the World Economic Forum, 57% of businesses say their cybersecurity positions are vacant due to a shortage of cybersecurity professionals. But the positive news is that female participation is increasing. With demand only increasing, upskilling in this critical industry is of utmost importance.

Opportunities to achieve gender parity

Unlike many other industries, the cybersecurity industry offers a unique opportunity to bridge the gender divide as demand outstrips supply when it comes to talent. More than 700,000 cybersecurity positions are in need of being filled globally, as per a news report by Fortune magazine. As there is a demand already, this can be an encouraging sign for females to explore this profession. Companies also need few incentives to hire more females in cybersecurity as gender diverse boards and human capital can help drive financial and operational performance as backed by studies shown by the World Economic Forum. There is also a perception that cybersecurity is all about technical knowledge and implementation, but this is not entirely true. Cognitive skills are also needed as the threat to cyberspace is coming from people from diverse and innovative backgrounds. Tackling such threats also requires innovative thinking and diverse perspectives and having greater representation of women at the higher levels of cybersecurity firms can help bring this critical advantage to the firms.

Challenges faced by women

Even though there is an opportunity for women to enter the industry, female professionals face several challenges. It starts early in their lives with negative perceptions about the tech industry being perceived as a male-dominated one. This results in a low enrollment of female students into STEM disciplines. In the UK, as highlighted by the World Bank, only 3% of female students said a career in tech was their first choice.

This issue is further compounded by the fact that there are few visible female cybersecurity professionals to be seen as role models further entrenching the notion that this is a profession for men. Lack of female sponsors and mentors to guide them makes a bad situation worse. Workplace discrimination and the bias against women are well known barriers which women face in the tech sector. Women complete at least two-and-a-half times more unpaid work than men according to the Asian Development Bank and even in households where women are the primary earners, 43% of them still do most or all of the work. The cybersecurity profession requiring long working hours and less flexibility are also factors in discouraging women.

Recommendations

Driving STEM education for women – More women in the STEM fields will increase the number of females choosing cybersecurity as a career. A lack of understanding of the benefits of working in the tech sector is a cause for women not choosing it. Having career guidance professionals speaking in schools can help give a better understanding.

Cross skilling – Establishing more programmes to cross skill female employees who are in diverse professions with cybersecurity skills can open up cybersecurity opportunities for them. As the labor market for cybersecurity is high in demand, this can give the women who are cross-skilled an opportunity to move to cybersecurity professions. Cross skilling women of cyber skills can also help them perform better in other sectors. It can also make women feel safer in cyberspace as women face a higher number of cybercrimes than men, according to the World Bank.

Focusing on promotions – The more senior the roles, the lesser the percentage of women in cybersecurity. Programmes must be held, which can help remove the subconscious bias against women in the tech sector.

Instilling confidence – There is a need to boost the confidence of women to take on senior positions in cybersecurity. Having senior female tech leaders as mentors can help instill the confidence in young women to have lofty ambitions. Media support in giving exposure to female tech leaders and showcasing them as role models can give a big boost in driving more determination among younger women.

Flexible working – Corporate policies that can make the work environment more flexible is essential. Working in the cybersecurity profession can have daunting working schedules and can be a discouragement as in many societies, the care work is done by women, placing them at a disadvantage. A workplace with greater work-life balance will be a welcome move.

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