Women currently hold 20-25% of cybersecurity jobs, positioning the field as one of the most male-dominated out there. Why is that? This article aims to answer that question by examining six issues that have led us to where we are today. Luckily, none of these issues are insurmountable, and we offer solutions educators, employers, and women currently working in cybersecurity can take part in to help level the playing field for the next generation.
Lack of Early Exposure
While young girls today express a greater interest in pursuing male-dominated professions like doctors or police officers, the absence of general cybersecurity awareness poses a challenge. After all, how can one think about a career in cybersecurity if it’s not even present in the collective consciousness as an option?
Awareness needs to start at an early stage, with appropriate programs designed to get girls more broadly interested in STEM and cybersecurity specifically. Revised curricula and after-school activities like clubs and camps can then expand horizons and keep young minds’ interest burning bright.
An Absence of (Real-World) Role Models
Women are still underrepresented in cybersecurity, especially in leading roles with the most responsibility. This creates a shortage of role models whom the next generation interested in pursuing a cybersecurity career can reach and look up to.
Existing female cybersecurity professionals can help by being more open and active about their careers and the particular challenges they face. Encouraging them to become mentors and connect with their peers to raise awareness will result in more young women unsure of their career path to seriously consider cybersecurity as viable and rewarding.
Pop culture icons can set countless young minds on a path they wouldn’t have otherwise considered. Thankfully, the computer-savvy female instrumental to cracking the case or pulling the wool over a greedy corporation’s eyes is a trope we – and girls who have yet to decide what to do in life – are seeing much more of.
Barriers in Education
Academia offers young women the first glimpse of the professional world. Should they pursue STEM, young women often find themselves in the minority in male-dominated majors. The atmosphere might sometimes even be hostile, causing some students to pursue degrees that don’t incur the same kind of judgment.
While outdated worldviews on women’s place in STEM aren’t a footnote in history books just yet, there’s a palpable atmosphere shift. For example, young women in the UK are pursuing CompSci degrees at record rates. Moreover, scholarships and training programs designed to provide equal opportunities for female students are taking root as well.
Recruitment Practices
While outright bias in cybersecurity job recruitment is shrinking, especially when it comes to racial and cultural diversity, some shortcomings may still affect female candidates’ chances.
For example, a job post might not be specific enough in outlining responsibilities or advancement opportunities, causing lower interest from such candidates. Since networking opportunities with other female cybersec pros are limited, some openings may not even come to potential candidates’ attention.
Workplace Environment and Biases
In the cybersecurity industry, which is traditionally male-dominated, female professionals can still encounter biases. These biases may manifest in subtle ways, such as through assumptions about their technical roles or capabilities, despite their expertise in implementing and managing security measures, which range from business-wide password managers to security audits.
However, these outdated attitudes are decreasing. Clients who initially hesitate when working with female cybersecurity professionals usually find that their skill and competence quickly dispel any doubts, proving the value of diversity in the field.
Retention Challenges
With few role models and a work environment where they may feel underappreciated or have few opportunities for career advancement, women are more inclined to pursue other positions. On the bright side, high turnover rates are only a problem for companies that don’t recognize women’s contribution in providing a more nuanced perspective on dealing with cyber threats and implementing cybersecurity precautions.
Workplaces can implement different strategies to decrease female turnover. On the one hand, they can develop transparent career advancement prerequisites and help women realize their leadership potential. On the other hand, they can focus more on work-life balance and entice everyone with WFH and flexible working hours.
