When discussing the cybersecurity market, oftentimes the topic of diversity in the industry is overlooked, even when discussing the career gap.

The truth is the cybersecurity field has a diversity problem – in matters of gender, race, age, neurodiversity, and education. Many of today’s cyber security professionals – both in Canada and worldwide – tend to be predominantly white males from an information technology background. For example, only 29% of Canadian cybersecurity teams are female, and women only make up 11% of the cybersecurity force globally7. Very few women – and even fewer POC – hold leadership roles in security, and nearly two thirds are paid less than their counterparts8.

This narrow field indicates that there may be a wealth of untapped potential in addressing the cyber-talent shortage through striving for building more diverse security teams. In fact, a lack of diversity can create hurdles and make security processes more difficult. Failure to build more diverse teams can lead to a more narrow-minded approach to threat detection, and limit the speed and efficiency of decision making, while studies show that teams that practice a more inclusive decision-making process with diverse input were found to make decisions twice as quickly and deliver up to 60% better results9.

#PhelpsCybersecurity #MindTheGap #Cybersecurity #TalentedProfessionals



[7] https://www2.deloitte.com/content/dam/Deloitte/ca/Documents/risk/ca-cyber-talent-campaign-report-pov-aoda-en.PDF

[8] https://cybersecurityventures.com/cybersecurity-is-people-cybersecurity-is-diversity/

[9] https://www.cloverpop.com/hacking-diversity-with-inclusive-decision-making-white-paper