Women in Cybersecurity: Building the Next Generation of Talent
Despite the growing threat of cyberattacks, the United States, like much of the world, faces a tremendous shortage of cybersecurity professionals with over 750,000 open cybersecurity roles nationwide, according to an (ISC)2 report. Moreover, women made up only about 24% of the global cybersecurity workforce in 2018, which poses a significant concern that the sector will never have the strength or numbers to counter the growing threats facing America. Cyberattacks are more prevalent and dangerous than ever before, posing risks like identity theft, financial fraud, corporate espionage, and state-sponsored cyberattacks, which will continue to increase in severity in the absence of a skilled cybersecurity workforce. Although the Biden administration’s National Cybersecurity Strategy provides a roadmap for addressing the gender gap and workforce shortage in science, technology, engineering, and math (STEM), as well as cybersecurity, there is more to be done.
The Role of Universities
Educational institutions, particularly universities, have a crucial role to play in building the next generation of female cybersecurity talent and bolstering the workforce. There are several strategies universities can adopt to support women interested in entering one of the world’s most important professions.
Empower Girls to Pursue Cybersecurity as Early as Middle School
For starters, universities can encourage female students to pursue degrees and careers in cybersecurity as early as middle school. According to research, as girls enter middle school, their interest in STEM begins to decline, and most girls decide by the time they reach high school whether a career in STEM is right for them.
Therefore, there needs to be a shift in emphasis from “Do you like math and science?” to “Do you like technology, are you curious, and do you want a high-paying job?” in helping students explore new interests. Universities can play a more active role by framing conversations more friendly, inspiring girls who may not have considered cybersecurity as a career option to see themselves in the industry.
Foster Peer Mentorship Programs
Another effective approach that universities can take is to create mentorship programs that pair the next generation of cybersecurity professionals with local middle and high school students. Peer mentorship programs have been incredibly successful in motivating and inspiring young women and girls, increasing their confidence in their ability to pursue careers in the industry. Near-peer mentoring is also a very effective strategy for supporting young women and other underrepresented groups in cybersecurity.
Initiatives like IF/THEN, a non-profit organization focused on advancing women in STEM, have tapped high-profile STEM professionals across fields to serve as peer mentors to young women, initiating a cultural change in the industry.
Leverage Experiential Learning
Cybersecurity educators also need to change their approach to promoting the field if they want students, especially girls, to develop an interest at a younger age. Experiential learning is critical to helping girls and other underrepresented groups understand the field and, more importantly, that they can contribute to it as professionals.
A class on the merits of dual-factor authentication might put middle schoolers to sleep, but a class on cracking passwords would show them why it matters and how it applies to the real world. For example, Palo Alto Networks, a leading cybersecurity company, recently partnered with the Girl Scouts of the USA (GSUSA) to launch the first-ever national security badge program, which provides elementary, middle school, and high school girls with STEM activities to increase their cybersecurity skills and encourage them to pursue careers in the field. GenCyber is another national initiative that has been successful in increasing cybersecurity interest among K–12 students, which provides free summer cybersecurity camps for students and professional development opportunities for teachers nationwide.
Investing in Diversity and Inclusion
By prioritizing diversity and inclusion and supporting outreach programs, universities can build a pipeline of talent that will provide the professionals needed for an adaptive and responsive cybersecurity workforce. If Americans want to get serious about protecting ourselves, businesses, organizations, and our government, it’s time to invest in initiatives that engage our young women in cybersecurity early and often.
Editorial
It is high time for universities to realize the importance of the gender gap in the cybersecurity workforce and gear their efforts accordingly. Universities could take a proactive stance in promoting cybersecurity as an exciting and high-paying career option for girls. This shift in focus can prevent many capable women from abandoning cybersecurity as a profession, thus addressing the gender gap while providing for the much-needed workforce in the industry.
Advice
To address the gender gap and workforce shortage in cybersecurity, universities must take the initiative to support young women interested in entering the cybersecurity industry. They can do this by empowering girls to pursue cybersecurity as early as middle school, fostering peer mentorship programs, and leveraging experiential learning to promote the field. Companies can also play their part in promoting diversity and inclusivity and providing equal opportunities for all individuals, regardless of their gender. It is only by coming together to address the gender gap that we can build a talent pipeline that provides the professionals needed for a resilient and adaptive cybersecurity workforce.
<< photo by Library of Congress >>
