In the last 5 years the industry has done a fantastic job at promoting cybersecurity careers by breaking barriers for females and girls with STEM education and career opportunities, providing opportunities to move laterally into cybersecurity roles within the organisation as well as for new entrants. Individuals at all levels have been recognised, rewarded, and given opportunities to promote themselves through platforms like linked in, award programs, security magazines like this one, virtual and on-site conferences and so on. Tech Girls program has been a great success in inspiring the next generation of cyber and STEM professionals. The “Australian Women in Security Awards” embodies the voice and the image of women that are making exceptional contributions in shaping the future of cyber security nationally and internationally.
However, a few prominent issues remain:
📌Firstly, an extremely low percentage of under 40 capable female leaders in cyber security senior leadership positions continues to indicate unconscious bias. If you are in this position, you must identify the leadership position you want to be in 3 years’ time, identify the areas you need more exposure and experience in, list them and discuss your aspirations and the feasibility of it with your leader. For example, proactively ask for assisting the CISO with preparing the draft board packs, management board papers, budgets (people, BAU and program), shadowing your manager at steerco meetings, get involved with RFP evaluations and so on. However, for all this to materialise, you must choose a very accomplished, self-confident, and genuine leader. Because only the person that has no insecurities and is truly confident of his/her own abilities, will happily promote you. So, my number 1 tip is to choose your leader carefully!
📌Secondly, Australian local female representation in delivering keynotes on material and core cyber security subjects at national cyber security events and conferences is still very low. There is a need to lift the profiles of exceptional women in the sector and shine a light on them through media coverage. They need to be seen, supported, promoted, empowered but MOST importantly setup for success.
📌Lastly, the percentage of women applying for cyber leadership and managerial roles is incredibly low. Women need examples of other successful women role models or influencers in “sustained and upward trending” leadership roles to be able to visualise themselves in one. A key measure of this could be women leaders with people and budget management responsibilities for medium to large core cyber teams with representation at least at the "Exec Steerco" level if not "Management Board" level.
On the other side of the table, the motivation of hiring women should stem from the need for diversity, not from meeting gender balance targets. The fact that by “need for diversity” we mean “need for diversity of thought and approach” which is broader than just gender and race, needs to stick with each one of us!
