Importance of Diversity in Cybersecurity

The biggest gap in cybersecurity isn’t technical. It’s human. Too many brilliant minds are pushed out, overlooked, or never even let in — not because they lack talent, but because the path wasn’t made with them in mind. I’m talking about: 🔹 People of color who’ve had to work twice as hard to progress half as far 🔹 Women who are underestimated before they even speak 🔹 Neurodivergent thinkers who solve problems differently — and brilliantly 🔹 Veterans who bring world-class discipline but get told they need to ‘start over’ 🔹 Career switchers who are told they’re ‘too late’ or ‘too unqualified’ I know this because I’ve lived it. And I’ve worked with those who’ve lived it too. That’s why I’ve spent years collecting the real stories, lessons, and strategies that actually help people from underrepresented backgrounds thrive in cybersecurity. This spring, I’ll be sharing what we’ve learned — not just what the textbooks say. You don’t need to fit in. You were meant to break through. 🛡️ #cyberSecurityleadership #representationmatters #neurodiversityintech #veteransintech #womenintech #careerswitchers #thoughtleadership

On this women history Month I want to celebrate the women in cybersecurity. Not just for our wins, but for our resilience. We make up just 24% of the cybersecurity workforce.  And too often women in the field - Are questioned on our technical skills (despite the credentials & even when being the experts in the room).   - Overlooked for critical, high-visibility projects.  - Hit a wall of limited growth opportunities & lack of respect …. which pushes so many talented women out of this field.  A 2023 WiCyS study showed that nearly 36% of women who consider leaving cybersecurity point to limited professional development & nearly 30% cite lack of respect.   And worse, many end up questioning their confidence & own talent. I don’t speak of anything that I haven’t felt, witnessed or heard from mentees or other women in cybersecurity voice. So here i am to remind  👉🏽 Women  - Stop shrinking. Raise your hand for the hard, visible projects.   - Find your tribe. Surround yourself with women who will remind you of your power. - Don’t wait to feel ‘ready’. Apply. Speak. Lead. You grow in the doing.  👏🏽 👉🏽 Allies  - Give credit where it’s due  in the moment.  - Back women up when they’re interrupted, overlooked, or questioned.   - Invite them into the big projects, crucial convos & leadership discussions.  👉🏽 Employers   - Visibility matters. Place women on high-impact, strategic projects. - Provide clear career paths, growth & mentorship opportunities.   - Listen. Invest. Promote. Retain. Women belong in this field not surviving but leading. Let’s be honest any buisness with diverse cybersecurity voices only thrives. P.s. Women in cyber, what’s helped you stay engaged? Allies & leaders, what’s one intentional thing you do to support the women on your team? #cybersecurity #womenincybersecurity #WHM #womenincyber #womenintech #womenhistorymonth

In 2024 there are *no* excuses for not having a diverse cybersecurity team. "We can't find them" "They go for the other offer" "There are no entry-level roles for them" 🙅♀️ Statements like these are dripping in incompetence and bias. There are many overt, impressive organizations, conferences, and events where underrepresented identities in cybersecurity gather. GO. If candidates are rejecting your offers—look hard at yourself before you say it's because of the money. Psychological safety, a good manager, respect for work/life boundaries, and stability have significant worth. (But if neither you nor the competitor offer such, they are going to go for the highest bid). And what is this deal about diversity = entry level roles? There is a ton of jaw-dropping talent ready and able do wonders in mid- and senior-level positions but aren't being given chances. Some are even being knocked back DOWN the ladder! Half of all women leave tech at the 10 year mark of their careers, and it's not for a lack of trying. So if someone looks at your team and asks you about diversity—don't make excuses. It's time to own your role in the formation of your teams. What are you going to do in 2024 to ensure your company is staffed with diverse identities this industry commands for truly effective cybersecurity? #cybersecurity #ciso #womenincybersecurity

Building a diverse team has never been more important in Cybersecurity and Technology roles. Bringing people of differing background and experiences together to meet the challenges of cyber threats strengthens our response capabilities. CIO and CISO Panel on Cultivating Inclusive Excellence - thoughts captured from comments by the panelists. I’m too slow to type direct quotes. :-) Paul S. - It’s not just about reviews, you have to align business outcomes. Leaders need to set clear goals and desired outcomes. Goals need to support “fish swimming in the same direction” allowing diverse teams to develop complementary approaches to reach the desired outcome. Praveen Edwin - How as a company do we approach the different ways people think, the perceptions they bring to their jobs. Create innovative training focused on understanding. The third part is how do we put this all in practice? Michael M. - Make sure that leaders - structural or informal - are leaning into training. We have to realize that we have a desire for the familiar. The problem is that “same as me” brings the same blind spots. If we understand each others strengths and weaknesses we can watch each others backs. Different age groups have different approaches to education and learning styles - some want structured learning and some want to just have the opportunity to figure it out. Thoughts from the panelists on mentorship programs: Paul S. - It’s hard to get people into the cybersecurity industry. We need to focus on cross functional mentorship. For example, a legal person with devsecops. Ai and Privacy. This gives cyber teams a view of other areas of the business while giving people outside the cyber program experience with the cyber team. Start your mentorship program small and grow it. Praveen Edwin - Mix up your mentorship. Match people up with mentors that are not just like them. Understand the gaps in peoples experience and try to fill that through helping them find mentors that provide that diverse view. Michael M. - Volunteerism, speaking at high schools, intern programs, are all ways to build your leadership pipeline. You want to create a feedback loop where the leaders that are created in your organization are creating other leaders. There are more things that we have in common than things that we don’t. Some ideas from the discussions: * HR is broken. The hiring process is broken. * Sell the benefits of having a diverse team. * Talk to your recruiters and your HR partners about presenting a diverse slate of candidates. * There are structural changes that need to occur. Diversity of opinion in the hiring process, recruit for your own (and have your team look for) candidates, don’t focus on the resume as much as the skills that are expressed in their experiences. * Look for where you can grow the individual rather than finding the unicorn that is a 110% match. From the audience - Hiring requires a multi-dimensional approach to build a diverse team.

🚨 Elitism in Cybersecurity Needs to Go. 🚨 I came across a Reddit post recently that struck a chord (even if it might be a bit dated!). In it, a cybersecurity professional casually referred to non-technical colleagues as "muggles." For those unfamiliar with the Harry Potter universe, a "muggle" is a non-magic user—or, by definition, someone who does not have a particular type of skill or knowledge. What started as a joke quickly escalated when the term was used dismissively, prompting a call from HR. Real or not, this post highlights an ongoing issue in cybersecurity — an elitist culture that often overlooks the strengths non-technical professionals bring to the table. 🤝 🌟 Social skills are just as crucial in cybersecurity as technical skills. Effective communication, emotional intelligence, and patience are invaluable when collaborating across teams. The ability to explain complex topics simply, actively listen to others, and keep emotions in check are skills that strengthen any team and create an environment of respect and trust. Unfortunately, these are the very skills that sometimes seem undervalued in our field. 🌐 Cybersecurity requires people from diverse backgrounds, with different skills and perspectives, to tackle complex challenges effectively. Whether someone excels in technical, analytical, or strategic areas, everyone has something valuable to contribute. Labeling others as “lesser” because they don’t understand every technical nuance only stifles collaboration and prevents growth. In an industry that’s growing and evolving as rapidly as ours, we can’t afford to isolate or alienate those who think differently. Instead, let’s foster an environment where everyone feels empowered to ask questions, share ideas, and make mistakes — because that’s how we all grow. 🌱 Let’s ditch the gatekeeping and cultivate a culture that values inclusivity, respect, and continuous learning. Cybersecurity isn’t about proving who’s the smartest in the room; it’s about coming together to protect our systems, our data, and ultimately, our people. Take the company names, logos and patches away...we are all fighting for the same cause. 💼💡 What are your thoughts? Have you experienced similar challenges around elitism in our field? Let’s discuss how we can push for a more inclusive cybersecurity culture. 👇

Cybersecurity isn’t just about firewalls and threat intel—it’s about people. Diverse teams, especially when they include women and Latinos, spot risks others miss and solve problems others haven’t even thought of yet. We don’t just deserve a seat at the table—we improve the outcomes when we’re there. Mentorship, representation, and access aren’t nice-to-haves; they’re strategic advantages. If your cyber team all thinks the same, you’re already vulnerable. #DiversityInCyber #WomenInCyber #LatinosInCyber #CybersecurityLeadership

Just reviewed the White House's FY 2026 Cybersecurity Priorities Memo. Here are my key takeaways: The memo cites 5 pillars: Critical Infrastructure Defense, Threat Actor Disruption, Market Forces Shaping, Future Resilience Investment, International Partnerships. It is encouraging to see the comprehensive approach, and implementation will be key. Yet, I am curious to see how agencies adapt and what impact this will have on the private sector. On the other hand, the industry is still greatly challenged by the lack of diversity in cybersecurity. In my opinion, the cybersecurity priorities will face significant challenges to achieving success due to the following: 1. Limited Perspectives: Homogeneous teams are prone to groupthink, potentially overlooking critical vulnerabilities, innovative solutions, and opportunities to enhance accessibility. 2. Skills Gap: With only 28% of cybersecurity professionals from minority backgrounds and just 24% women, the industry struggles to fill millions of open positions. 3. Reduced Innovation: Diverse teams bring varied perspectives essential for creative problem-solving and effective risk management 4. Critical Infrastructure Protection: A lack of diversity weakens efforts to defend critical infrastructure, as diverse teams are better equipped to anticipate and counteract a wide range of cyber threats. 5. National Security Implications: Without diverse thinking, the industry risks inadequate responses to sophisticated cyber threats, potentially compromising national security. Addressing these diversity challenges is crucial for building a robust and resilient cybersecurity workforce. Promoting inclusivity and diversity in the field is not just a moral imperative but a strategic necessity. Curious to hear thoughts on how we can drive meaningful change. #Cybersecurity #DiversityInTech #NationalSecurity