Diversity in cybersecurity means bringing people from unique backgrounds, educational levels and schools of thought into the workplace. A heterogeneous workforce inspires new ideas and mindsets to help solve problems from different perspectives. Here’s how to encourage diversity in the computer security sector.
Promote Equal Pay
Across all sectors — regardless of location and qualification — women earned 83% of a man’s median salary. Factors such as taking unpaid maternity leave, being passed up for promotions or open positions, choosing lower-paid jobs and valuing flexibility in work-life balance contribute to this uncontrolled gender pay gap.
To encourage diversity, managers must level the playing field and ensure everyone can earn the same salary. Paid sick leave ensures women still make money when struggling with painful periods or attending pregnancy checkups. Paid maternity leave allows mothers to care for their newborns and recover from childbirth.
Additionally, recruiters should look for bias in their hiring decisions. A 2021 study found that job applicants with traditionally Black names were 2.1% less likely to hear back from the hiring manager than those with “distinctively white” names. Addressing unconscious discrimination helps promote equal pay and diversity in cybersecurity organisations.
Provide Ongoing Employee Training
Bias can influence the hiring, interviewing, employee retention and promotion processes. That’s why it’s so critical to train the entire team — from HR recruiters to CEOs — on diversity in cybersecurity. Training should focus on diversity, equity and inclusion (DEI) principles to ensure everyone treats their fellow workers with respect.
Ongoing training also helps employees at all levels of the organisation comply with environmental, social and governance (ESG) regulations. For example, the European Union is enacting the Corporate Sustainability Reporting Directive (CSRD) in 2024 to govern how companies conduct business. The framework will require corporations to provide mandatory reports on their ESG initiatives.
Make Job Postings Gender Neutral
Another way to encourage diversity is to look for and eliminate bias in the first step of the hiring process. Recruiters should remove gendered language from job postings to appeal to a broader audience, encouraging job seekers to apply for positions they may not have considered otherwise.
For example, words like “dominant” and “competitive” may subtly discourage women from applying. Instead, use phrases like “excellence in the market” to attract more diverse applicants.
Acknowledge Holidays From All Cultures
Business leaders should consider holidays from various cultures when creating work schedules. They can schedule meetings and important events on dates that do not fall on holidays. Employers should also allow people to take leave on culturally important occasions, since workers will have different needs and may need flexibility around holidays.
Ask for Ongoing Feedback
Businesses should encourage employees to share feedback to better understand how they feel. Anonymous surveys can reveal areas where an organisation needs to improve. They can also help build a case to take immediate action on ongoing issues or shape long-term policies related to workplace diversity.
To facilitate these conversations, managers and human resources departments should provide check-in tools for workers to communicate their concerns.
Foster a Sense of Belonging
A full 50% of women in STEM fields report experiencing gender discrimination at work, compared to just 19% of men. A welcoming, inclusive work environment can boost morale and employee retention rates, encouraging people to push through challenges as a team.
One way to create a sense of belonging is to enlist workers as stakeholders in DEI efforts. Employees should feel connected to the company’s mission and have a say in how the business treats its workers.
Offer Mentorship Programs
Mentoring encourages personal and professional development. Pairing junior-level employees with managers gives new workers valuable insights and career advice, while senior employees enjoy fresh perspectives that could shape corporate policies.
Mentorship programs help traditionally overlooked employees advance in their careers. Women and minorities in cybersecurity often occupy fewer leadership positions than white men, but mentorships can lead them to higher-level roles. Feeling supported at work can also improve retention rates among diverse employees.
How to Encourage Diversity in Cybersecurity
Promoting diversity in cybersecurity starts with an inclusive, welcoming workplace culture that supports people from different backgrounds. It entails eliminating bias in the hiring, interviewing and promotion processes, ensuring every qualified person has a chance to earn the same salary. Taking steps to encourage diversity leads to a stronger and more innovative workforce.