Four Key Approaches for Building a More Diverse Cybersecurity Workforce

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Four Key Approaches for Building a More Diverse Cybersecurity

Cybersecurity threats are today as much about the human component as they are about the technology. It makes complete sense to have as many diverse eyes and voices as there are threat vectors inside a team working to reduce hazards. In cybersecurity, diversity is all about the creation of a group of individuals who mirror the actual world; varied people who can offer a unique viewpoint on a complex problem.

Diverse security teams are vital because they continuously demonstrate their ability to innovate, be more creative, and be more productive. According to Gartner’s study, a diverse staff boosts performance by 12% and raises an employee’s desire to stay with a business by 20%.

It’s all well and great to be calling for change and welcoming coworkers from various walks of life, but how can enterprises build a diverse security team? Here are a few ways to help firms diversify their cybersecurity personnel.

Also Read: Organizations are Struggling to Manage Their Cyber Assets

Construct a pipeline

Businesses must build a pipeline in order to hire top personnel. Creating a pipeline necessitates early engagement with prospective talent. It takes time to pique someone’s curiosity. Curricular development requires time. Before firms can get people with the raw potential to the ready-to-hire stage, there are several conditions to meet. Before competent talent is available for hire, it must be developed, which might take four, nine, or even ten years. The pipeline is vital, and its success necessitates nurture and patience.

Rethink expectations for new hires

While urgency is essential, it can also foster an atmosphere where tactical operations take over the role of deeper analysis. Strategic thinking necessitates the opportunity to work through problems and concerns, and while urgency is important, it can also build an environment where tactical operations perform the function of deeper analysis. The private sector might benefit from more priority and slower thinking. Instead of expecting new hires to meet every need on a long list, companies should focus on the most critical requirements and allow employees to gain experience with coaching and mentoring.

Create a welcoming environment

People travel where they are invited, but they stay in places where they are welcomed. When a company hires new security personnel, it’s essential to create an environment where everyone feels welcome. All suggestions should be heard and evaluated. Breakthroughs and creativity can occur when people communicate ideas that defy traditional techniques. Businesses should focus on performance rather than communication or presentational style when evaluating employees. Hold executives and vendors responsible for diversity metrics as well.

Also Read: How Businesses Can Improve Their Fraud Program

Businesses may anticipate cybersecurity issues to continue to change as the COVID-19 outbreak fades away. The reaction will be shaped by AI, machine learning, and quantum computing, but technology alone will not be enough. To build their products, design security procedures, and respond to attacks, businesses require innovative individuals. Businesses require teams with a wide range of problem-solving skills.

Reconsider traditional talent channels

Traditional talent development routes may yield cybersecurity specialists that are ready to work with a company right away. These channels can help them gain experience and establish a pipeline, but they don’t always promote diversity. Hiring managers could think about repurposing existing channels to help people who have worked in a variety of areas. People with military credentials, for example, may be a good fit for cybersecurity employment if the avenues to training and opportunities are available.

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