Exploring the Benefits of Gender Diversity in Cybersecurity

Research shows more diverse teams are higher performing when compared to homogenous teams. Yet today, only 11% of cybersecurity professionals are women. This gender discrepancy, coupled with the cybersecurity skills shortage, offers women a valuable career opportunity, and gives organizations a means for filling the skills gap that currently plagues the industry.

The already problematic shortage of cybersecurity workers and security skillsets is forecasted to get worse, with 51% of the 3.5 million security job openings predicted to be unfilled in the year 2021. However, the cybersecurity skills gap and the skill shortage can be partially addressed by building more gender-inclusive teams. The recruitment and inclusion of more women in the space will not only fill some of these gaps, but research shows this will simultaneously create higher performing organizations.

Fortinet recently conducted a webinar entitled “Realizing the Benefits of Gender Diversity in Cybersecurity” to explore this topic. This analytical webinar featured two of the industry’s most highly-qualified leaders, Joyce Brocaglia and Renee Tarun.

Joyce Brocaglia, is the CEO and founder of Alta Associates a leading executive search firm specializing in cybersecurity and the founder and president of the Executive Women’s Forum the largest member organization for women in Cybersecurity, IT Risk, & Privacy. She has over three decades of experience as a career advisor and women’s advocate in the IT and security space.

Renee Tarun serves as the VP of Information Security at Fortinet. Before joining Fortinet, Renee spent more than 20 years with the U.S. Government and served as the Director of the National Security Agency’s Cyber Task Force. Currently, Renee oversees security compliance and governance, enterprise security, and product security at Fortinet.

In addition to Renee and Joyce’s own professional experiences, our discussion also addressed some of the findings from Fortinet’s recent cybersecurity skills gap assessment series on the gender gap, along with some addi- tional external research. Utilizing these key findings and discussion points, this conversation focused on why diversity delivers business advantages and how female cybersecurity professionals can advance their careers.

Defining the Problem

Research shows that while women represent close to 50% of the overall population and global workforce, only 11% of the cybersecurity workforce is comprised of women. Even more alarming is the fact that men are:

• 4x more likely to hold executive roles than their female counterparts

• 9x more likely to hold managerial roles than women

• Paid 6% more than women

• Experience 240% less discriminatory treatment than females

The glaring question facing our industry is, why?

The truth is, gender bias is a prominent issue in the cybersecurity workforce. According to Joyce Brocaglia, there are many women currently in the cybersecurity space (and outside of the space) that are opting out of certain roles due to a perfect storm of unconscious (and sometimes conscious) bias, resulting in women being underrepresented—especially when they represent a dual or multiple minority, such as being a woman of color.

To combat this issue, companies must stop siloing talent and start changing the way they look at skills in the hiring and promotion processes. A renewed focus on minimizing biases to better engage and retain the talent already present within their organizations will allow organizations to prosper in ways not possible otherwise.

How Women Can Help Fill the Cybersecurity Skills Gap

In our project with Datalere, we used natural language processing and ingested thousands of job ads—and resumes—for job types ranging from Incident Response Specialist to CISO. In looking at these job ads and resume structures, we analyzed the presence of hard and soft skills as well as a range of demographics, including job hopping, tenure, and gender diversity. From there, we broke soft skills down into four quadrants in order to conduct a deeper analysis of role requirements and the individuals that meet them.

The four quadrants include:

• Leadership

• Interpersonal/Communications

• Analytical

• Personal Characteristics

Of the top 20 skills employers list as a requirement in their job descriptions for CISO placements, 17 are considered soft skills.

Further, resume analytics reveal that women bring broader skill diversity to cybersecurity roles. For example, women cite more soft skills across all four quadrants, and do so more often than men.

Research shows these soft skills are key differentiators for leaders in the space.