Though cybersecurity deals heavily in technology, it is, ultimately, a human-centric field, and the focus moving forward in the industry needs to account for this.  The modern cybersecurity team needs a variety of skillsets at its disposal working collaboratively to tackle growing threats. The more effort we put into including varied viewpoints and fresh perspectives in the market, the better-informed the industry becomes.

In order to fill the gap and promote significant and meaningful change in the cybersecurity industry, organizations must adjust how they search for prospective employees, and work on hiring practices and training resources that promote inclusivity, diversity, and accessibility in the cybersecurity field. Adopting new standards will give organizations a leg up, expanding their recruiting pool exponentially, and creating a more productive security team.

The deconstruction of workplace and hiring bias and limitation is a good place to start. Unconscious bias can be a big issue during the hiring process, and one that does not necessarily have an easy solution. Cultural assumptions and schools of thought can impact our decision making without us realizing it. Educating recruiters and trainers on unconscious hiring biases can make a big difference in recruiting and retention9, and help to widen the prospective employee pool.

Building a diverse cybersecurity team can also help to protect the widening range of diverse employees in the workforce. How can we expect a mostly homogenous team of individuals – potentially limited in its thinking and decision-making – to protect a society that is made of a wide variety of genders, backgrounds, and ages, and solve problems that are equally as diverse? Taking steps to diversify cybersecurity teams and increase job application accessibility can help exponentially in not only filling the need for employees, but in improving efficiency and quality of cybersecurity as a whole.

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