Gender diversity in the workplace is a hot topic for cyber security right now. According to an (ISC) ² report, entitled ‘Women in Security: Wisely Positioned for the Future of InfoSec’ that surveyed nearly 14,000 professionals worldwide; the industry has a severe shortage of women. Only 10% are female globally and each year it’s decreasing. Furthermore, there remains a gender disparity within senior leadership and management – a trend that other industries have witnessed and are actively addressing. Gender diversity has attracted much attention due to the fact that economically it is recognised as being good for business. When gender parity improves there are many positive implications for the global economy. In fact, full gender equality, according to a report by McKinsey & Co. would add 26%, or $28 trillion, to global gross domestic product (GGDP) in 2025. Within the cyber security industry there has historically been a skills shortage that continues to worsen, and a lack of qualified security professionals is seriously holding back the industry. Women make up 47% of the workforce in the UK . Since up till now, we have failed to harness almost half of the workforce; namely women, this problem should hardly come as a surprise. This presentation therefore, directly tackles the issues of how we can attract and retain more women to work in the sector. It also looks towards the future and the four shifts that will affect the way that we work.

1. GENDER DIVERSITY IN
CYBERSECURITY: WHAT WORKS
BSides Manchester
Jane Frankland, Founder of Cyber Security Capital, hello@jane-frankland.com

2. OBJECTIVE
To help you understand the importance of gender diversity, leave you
feeling empowered and inspired to help.

3. Who am I?
• Entrepreneur, speaker, consultant, mentor
and author
• 18-yrs experience in security, former owner
of Corsaire, a penetration testing company
• Worked as a Director at NCC Group and
SensePost
• SC Magazine Awards Judge
• Board Advisor for ClubCISO
• Cyber Security Woman of the Year finalist
• Mum to 3 kids

4. WHY DOES GENDER DIVERSITY
IN CYBERSECURITY MATTER?

5. How this all came about?

6. What’s happened?

7. Economics
• McKinsey & Co. reported that full
gender equality would add 26%, or
$28T, to global gross domestic
product by 2025.
• Productive, innovative and able to
stay on schedule and within budget,
compared to homogenous teams.
• When women are politically and
economically empowered counties
are more stable.
Performance
• Women think differently to men due
to the way we’re programmed.
• Any time you have uniformity of
thought, you miss out on the most
creative solutions or tactics and these
help us beat the threat actors.
• http://reports.weforum.org/global-
risks-2013/section-seven-online-only-
content/data-explorer/

8. FIVE CHALLENGES

9. CHALLENGE ONE
Developing talent.

10. In schools
• Raytheon and the National
Cybersecurity Alliance surveyed
the career interests and
educational preparedness Gen
Ys in 12 countries, 62% of men
and 75% of women said no
secondary or high school
computer classes offered the
skills to help them pursue a
career in cyber security.

11. In universities
• Computer science is offered by 123 UK
higher education institutions, and
there were 91,565 undergraduates (of
all years) in 2013-14.
• 19% were female & computer science
accounts for 3.5% of all UK graduates.
• Universities are not preparing
students for the workplace effectively.
• In the UK 11% are unemployed after 6
months of graduating – the highest
rate of all degrees.

12. In the workplace
• Global spending is set to rise to $1Tn
in from 2017 to 2021 and the cost of
cybercrime to global businesses,
annually, is between $2-$3Tn.
• Cybersecurity job postings are growing
3.5 times faster than IT jobs; there are
1m vacant cybersecurity jobs globally
and this is set to rise to 6M by 2020.
• The shortages are: security analyst,
security auditor, security architect,
forensic analyst and incident handler.

13. CHALLENGE TWO
Marketing.

14. Profile our buyers
Suppliers
CISO
s
Employees

15. Image

16. Perception is reality

17. Language
Cyber warfare
Contextual
Ambitious
Leading
Decisive
Cyber warrior
Competitive Support
InterpersonalRelationships
Complementary

18. STEM evolves to STEAM

19. Proceed with caution

20. CHALLENGE THREE
Professionalism & standardisation.

21. Story time

22. Accreditations

23. CHALLENGE FOUR
Recruitment.

24. The 3 stakeholders
Recruitment
Agencies
Human
Resources
Hiring
Managers

25. Solve the riddle
A father and his son are in a car accident. The father does
not survive, and the son is badly injured. An ambulance
takes the son to the hospital, where the surgeon cries out:
“I cannot operate because this boy is my son!”

26. Solutions by design

27. Confidence & competence

28. CHALLENGE FIVE
Workplace culture.

29. Howard Heidi

30. Visible role models

31. Mentoring & sponsoring

32. WHAT NEXT?

33. Four important shifts

34. 1. Technology advancement
• By 2025 5Bn people online, 75% will
come from emerging economies and
>50Bn connected devices.
• Tech will rise - mobile, IoT and cloud.
• As the cloud becomes ubiquitous, the
ability for creating a global
infrastructure upon which services,
resources and applications will sit will
be developed.
• AI and machine learning will replace
jobs.

35. 2. Education needs grow
• By 2025 >262 million enrolled students
at unis in the world – mostly from
emerging markets.
• Online analytical and adaptive learning
technologies will support the process of
learning.
• Courses will be tailored to learning styles
– kinesthetic, visual, auditory. Some will
be free.
• 20M STEM graduates / yr and mostly
from emerging markets.

36. 3. Demographics
• By 2025 850M people will be over 65-yrs.
• Developed countries have declining birth
rates, due to increasing female
education, personal choice and
enhanced child medical provisioning,
and ageing populations, some are
retiring and dependent on working
adults.
• Emerging markets, have the opposite -
higher birth rates and more working-age
adults.

37. 4. Globalisation
• The world is joined up, better
connected and consuming and
developing low cost and thrifty
innovation.
• India and China are rapidly becoming
major talent pools of the world.
However, as they grow, they’re also
increasing their consumption on
energy resources and as a result the
rising costs there will be a reduction in
the movement of goods and
transportation of people.

38. Imagine….

39. Finally…
Find out about the book - http://jane-frankland.com/events/the-book
Connect with me on LinkedIn – http://linkedin.com/in/janefrankland
Email me for more information – hello@jane-frankland.com