Need More Women to Work in the Cybersecurity Domain

Despite the strides in fostering gender equality in various fields, women remain underrepresented in the cybersecurity workforce. Statistics show that they hold a smaller percentage of jobs and leadership positions compared to men. As per the Global Cybersecurity Forum’s 2024 Cybersecurity Workforce Report – its noted that women account for only 24% of the workforce. This data still signifies women as a minority, and highlights that the cybersecurity sector yet remains predominantly male-dominated.

Debunking myths about women in cybersecurity 

Cybersecurity is one of the fastest-growing sectors in the world, yet some outdated stereotypes continue to fuel misconceptions and stall progress toward true inclusivity. These myths aren’t just annoying—they are flat-out wrong and damaging.

Let’s break down some of the most common misconceptions about women in cybersecurity.

• Myth: Women are naturally less technical than men

There is absolutely no genetic or biological reason or proof as to why women would be less suited to cybersecurity or other jobs in the tech field. Instead, when encouraged equally, women perform just as well—if not better—in STEM subjects compared to men.

Hence, the gap exists not because of capability but because of societal thoughts and discouragement from an early age.

• Myth: There aren’t enough women in cybersecurity/ tech because they are not interested

In reality, women are interested—it’s the tech ecosystem that often pushes them out. Obstacles such as cultural bias, lack of mentors, an exclusive mindset such as ‘tech is for the men’s club’, and inappropriate work environments – deter women from pursuing or advancing in tech fields. If organizations need more women in cyber roles, they need to address these structural challenges first.

• Myth: Women don’t like risk and competition

In real life, women don’t avoid risk; they assess it differently. Studies have shown that women tend to be better at estimating probabilities and outcomes, leading to more measured risk-taking. That’s why businesses must reassess how they make assumptions when it comes to hiring women in the tech workforce, especially in the cybersecurity domain.

• Myth: Women need female role models to succeed in tech, but men don’t require mentorship or representation.

The statement that women need female role models to succeed in tech, but men don’t require mentorship or representation, is a false dichotomy. Research shows that everyone benefits from role models and mentorship, regardless of gender. Men also thrive when they have mentors and examples to follow. The real challenge isn’t just about seeing someone who looks like you—it’s about creating inclusive environments where all talent can thrive, regardless of gender.

Attracting women to cybersecurity does more than fill empty chairs

There are millions of unfulfilled cybersecurity roles worldwide, a scarcity predicted to persist for years. To compound the challenge, the current skilled teams are under tremendous pressure, which increases the risk of burnout. Such strain has led some — particularly top leaders — to opt for short term tenures before changing roles or leaving the industry entirely.

The solution is right before us – get more women in the workforce. By becoming more inclusive and attracting more women into the cybersecurity field, organizations can tap into a pool of skilled individuals with vast potential that has, so far, been underutilized.

The benefits of having more women in the cybersecurity workforce are as below:

• Increased innovation: One of the top benefits of diversity in the cybersecurity industry is increased innovation. A more diverse workforce leads to a broader variety of perspectives and ideas, which can result in better security solutions.
• Increased profitability: Businesses with a more diverse workforce tend to be more profitable than those without.  Research from McKinsey found that, on average, organizations that focused on gender diversity in their teams outperformed their competitors by 20 percent in terms of profitability. Infact, companies strategically hiring more women into tech positions are giving themselves a competitive advantage.
• Economic growth: Increasing the number of women in tech can help reduce the skills gap, boost productivity, and contribute to overall economic growth.

Strategies to encourage women to enter the cybersecurity workforce

To encourage women in cybersecurity, the following steps can be taken:

A different hiring strategy

Employers can build partnerships with colleges and universities to offer internship programs and sponsor events with guest speakers so that young women can gain exposure to the industry.

Moreover, employers should change the narrative around the cybersecurity industry when speaking to women candidates. They should echo that a cybersecurity career is an opportunity to make an impact in the tech industry and take on a new challenge. 

Look for talent internally

Consider candidates within the firm who are seeking a career change and have the required skills to solve security problems. By giving existing women employees an opportunity to progress in a new role, companies can signify that they value all employees in the workplace – which will further increase retention rates among female employees.

Create inclusive workplace culture

For organizations to retain and attract more women candidates, they need to foster an inclusive-minded culture where women feel empowered, respected, and treated equally to men. To do so, organizations can invest in unconscious bias and diversity training programs to increase awareness and create a culture of inclusion. 

Encourage employees to pursue external certifications

Encourage women to engage in external training and certification programs related to STEM and security. Organizations can also offer awards and recognition to those who are able to complete the certifications on time. Recognition can help combat imposter syndrome and reinforce the value of women’s contributions to the field, fostering a culture of appreciation and support.

Offer fair and equitable compensation

Ensure that women are not being paid less than men for the same job. This approach will motivate women to work hard, at various career stages, from emerging leaders to seasoned professionals, across different domains of cybersecurity, including technical, managerial, and research roles.

All of us need to resolve the challenges of cybersecurity for humanity’s future—and to achieve that, we need the skills that strong and skilled women bring to the table. Together, we can ‘Break the Bias’ and build a better future for all.

In brief

Encouraging women’s participation in cybersecurity is a matter of workforce diversity and a strategic imperative for the industry’s future success. By applying appropriate strategies and initiatives to attract, retain, and empower women in cybersecurity roles, organizations can unlock new opportunities for innovation, growth, and excellence in the field.