the privacy guru
  • About
  • Speaking & Events
    • Speaking Events
    • Bring the Privacy Guru to Speak
    • Book a Privacy Salon
    • Book a One-On-One Session
  • Publications
    • Privacy Memes
    • Articles
    • E-Book: Privacy for Humans
  • Blog





Improving the Status of Women in Cybersecurity

On 26 Aug, 2016
Uncategorized
By : theprivacyguru
With 1 Comment
Views : 4754

PG_2016_Cyber

Shouldn’t the technology which touches all of our lives include perspectives across the gender spectrum? Wouldn’t we collectively benefit from a wider range of life experiences brought to bear on the development of IT and cybersecurity?

While most people would probably answer an unequivocal “yes” to these questions, the reality in cybersecurity and IT is quite the opposite. In fact, a new report from the U.S. Census Bureau finds the number of women in IT peaked in 1990 and has fallen ever since.

Interestingly, the situation in the privacy field is more balanced. Within the privacy field, the gender split is nearly perfect, and the number of female chief privacy officers outnumber the male. Given that privacy and security is a team effort, what’s driving the disparity in cybersecurity, and how can we all work to remedy the situation?

Balancing the Gender Scales in Cybersecurity

Male dominance in tech is widely acknowledged, but the situation in cybersecurity is even more skewed. Betsy Cooper, in her article “Cracking the cybersecurity gender code” for the Christian Science Monitor, makes a compelling case for why the field lacks a greater representation of women and suggests pathways towards balancing the scales.

Unlike the privacy field, which draws on more gender-balanced fields such as law, policy, and human resource management, cybersecurity is driven by fields with historically male-dominated pipelines such as computer science and national security, according to Cooper. This, in addition to the less-flexible schedules of cybersecurity jobs, tends to have a negative impact on the ability to draw women into the field. It also doesn’t help that branding in cybersecurity also carries with it messages of machismo, effectively creating culture barriers which deter women as well.

Cooper suggests addressing the pipeline is a major factor for remedying the problem. Looking into law, psychology, and public policy instead of “bro-centric” fields is a must. But we can also address the problem earlier in the curve. Education and mentorship is a big part of the picture. There’s evidence the right environment can work, and the gender gap can be closed.

From the Minority to the Majority

If the pipeline is part of the problem, why not start with the source? That’s the premise Harvey Mudd College began with when they set out to tackle the gender bias problem in IT. The school made a concerted effort to fix the problem and now more than half of its computer-science majors are women.

Where roughly 16% of undergraduate computer-science majors are women nationally, at Harvey Mudd that number is up to 55%. The approach is systemic: Women are given leadership positions in departments, the school prizes teaching over research, and the classroom models are such that safe spaces are created for students—often female—whose voices, concerns, and questions are eclipsed by students more likely to assert themselves.

So far, the model works. Not only do more women continue on the computer-science track, but more of those who graduate have found positions in tech—up to 64% this year from 30% in 2011.

Resources to Support Diversity in Cybersecurity

Even if you’re not in the business of hiring cybersecurity team members or educating computer-science majors, you can expand your awareness of professional cybersecurity diversity and make your own contribution the cause. As it is with privacy professionals, we all have a part to play in the movement.

Mentorship can be a big part of recruiting women into IT and cybersecurity positions. If you’re in the field, look beyond the common pool and nurture talent wherever you see it. Network with Women Leading Privacy and Women in Security and Privacy. Connect others with tech recruiting services for women like Women 2.0’s newest project. Promote and attend conferences like the Women in Cybersecurity conference. When writing an article or planning a conference make sure to reach out to female technology experts.

Diversity isn’t just good for business—it’s good for security and privacy. We can’t afford to overlook a rich source of talented problem solvers and innovative minds because of obsolete gender roles. It’s time to champion women in cybersecurity.



Tags :   cybersecuritydiversityHarvey Mudd CollegeIAPP Women Leading PrivacyprivacyWISPwomenWomen2.0

Previous Post Next Post 

About The Author

theprivacyguru


Number of Posts : 130
All Posts by : theprivacyguru

Related Posts

  • How to train your AI

  • Ordinary People Care About Privacy

  • Applying Awareness, Wisdom and Compassion to Online Privacy Choices

  • 3 Ways to Go Forth and Be Private

Comments ( 1 )

  • Maureen Hernberg Aug 26 , 2016 at 6:34 pm / Reply

    Excellent article. Spot on and well written. I couldn’t agree me the net needs to be cast early on to draw young woman in this direction. Thanks for sharing.


Leave a Comment

Before posting a comment, please read our Comment Policy

Click here to cancel reply

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <strike> <strong>





  • Error

    Fans
  • 3930

    Followers
  • Subscribe

    RSS Feed

Recent Posts

  • The Privacy Field Needs More Diversity
  • Covid 19 -Ethical and Privacy Concerns
  • Celebrating International Women’s Day
  • These are a Few of My Favorite Podcasts on Privacy, Security and Technology
  • Building Trust in Data Protection and Compliance

Archives

  • August 2020
  • June 2020
  • March 2020
  • February 2020
  • December 2019
  • October 2019
  • September 2019
  • July 2019
  • June 2019
  • December 2018
  • November 2018
  • October 2018
  • September 2018
  • August 2018
  • July 2018
  • June 2018
  • May 2018
  • April 2018
  • March 2018
  • February 2018
  • January 2018
  • December 2017
  • November 2017
  • October 2017
  • September 2017
  • August 2017
  • July 2017
  • June 2017
  • March 2017
  • February 2017
  • January 2017
  • December 2016
  • November 2016
  • October 2016
  • September 2016
  • August 2016
  • July 2016
  • June 2016
  • May 2016
  • April 2016
  • March 2016
  • January 2016
  • December 2015
  • November 2015
  • October 2015
  • September 2015
  • August 2015
  • July 2015
  • June 2015
  • May 2015
  • April 2015
  • March 2015
  • February 2015
  • January 2015
  • December 2014
  • November 2014
  • October 2014
  • September 2014
  • August 2014
  • July 2014
  • June 2014
  • May 2014
  • April 2014
  • March 2014
  • February 2014
  • January 2014

Categories

  • Uncategorized
The personal views expressed on The Privacy Guru blog are my own, not those of my employer. The information contained on the blog is not legal advice.

Phone: 415 713 0271 | Email: alexandra@theprivacyguru.com

© Copyright 2017 THEPRIVACYGURU. All Rights Reserved.    terms of use | privacy policy
Follow theprivacyguru on Pinterest Follow theprivacyguru on Instagram