Cracking The Inclusion Code: Gender Disparities In Cybersecurity
Cracking The Inclusion Code: Gender Disparities In Cybersecurity Forbes
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The State of Inclusion of Women in Cybersecurity
In recognition of this year’s International Women’s Day, this report presents new findings from the State of Inclusion of Women in Cybersecurity Benchmark. This joint research project between Aleria and Women in CyberSecurity (WiCyS) aims to measure the levels of inclusion of women and men in cybersecurity and identify the factors that contribute to the low representation of women in the field.
Key Findings
- Women in cybersecurity are more likely to experience disrespect from their peers and direct managers.
- Gender disparities are particularly evident in the areas of Career & Growth and Recognition.
Why and How We Measure Inclusion
Measuring inclusion is crucial for understanding the workplace experiences that impact employees. Diversity alone is not enough to drive progress, as it focuses on the outcome rather than the actions organizations take to create an inclusive environment. Aleria has developed a platform that allows participants to anonymously share their workplace experiences, which are then categorized and used to calculate an “exclusion score” that quantifies the negative impact of these experiences.
The State of Inclusion of Women in Cybersecurity
In early 2023, Aleria partnered with WiCyS to conduct a study on the inclusion of women in cybersecurity. The initial report highlighted key areas affecting women’s workplace experiences, including leadership, direct managers, and peers. To expand the study, data was collected from employees across various cybersecurity organizations.
The analysis of this industry-wide benchmark revealed significant gender disparities in the categories of Respect, Career & Growth, Access & Participation, and Recognition. Women consistently scored higher in exclusion compared to men, indicating a greater negative impact on their workplace experiences. The sources of these experiences also showed substantial gender discrepancies, particularly in the case of Direct Managers and Peers.
Examples of Workplace Experiences
- A male caller requesting to speak to someone “technical” upon hearing a female voice.
- A female software engineer being assigned administrative work instead of engineering tasks.
- Male colleagues engaging in inappropriate behavior and conversations.
- Exclusion from important work conversations by male peers.
- Feeling uncomfortable wearing preferred clothing due to unwanted attention from male colleagues.
- A male manager taking a female employee to a strip club and kissing her.
Where Do We Go From Here?
The data collected in this study provides clear evidence of the challenges faced by women in cybersecurity. By focusing on inclusion rather than just diversity, organizations can address the underlying issues and drive meaningful change. Initiatives led by organizations like WiCyS are crucial in supporting women in the field and promoting inclusion across all sectors of society.
SDGs, Targets, and Indicators
SDGs Addressed or Connected to the Issues Highlighted in the Article:
- SDG 5: Gender Equality
- SDG 8: Decent Work and Economic Growth
- SDG 10: Reduced Inequalities
Specific Targets Under Those SDGs Based on the Article’s Content:
- SDG 5.1: End all forms of discrimination against all women and girls everywhere
- SDG 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic, and public life
- SDG 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value
- SDG 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion, or economic or other status
Indicators Mentioned or Implied in the Article:
- Exclusion score for women compared to men in different categories (Respect, Career & Growth, Access & Participation, Recognition)
- Gender disparities in sources of experiences (Leadership, Direct Manager, Peers)
- Specific experiences shared by women in the workplace
Table: SDGs, Targets, and Indicators
| SDGs | Targets | Indicators |
|---|---|---|
| SDG 5: Gender Equality | 5.1: End all forms of discrimination against all women and girls everywhere | – Exclusion score for women compared to men in different categories (Respect, Career & Growth, Access & Participation, Recognition) – Gender disparities in sources of experiences (Leadership, Direct Manager, Peers) – Specific experiences shared by women in the workplace |
| SDG 8: Decent Work and Economic Growth | 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value | – Exclusion score for women compared to men in different categories (Respect, Career & Growth, Access & Participation, Recognition) – Gender disparities in sources of experiences (Leadership, Direct Manager, Peers) – Specific experiences shared by women in the workplace |
| 8.8: Protect labor rights and promote safe and secure working environments for all workers, including migrant workers, in particular women migrants, and those in precarious employment | – Specific experiences shared by women in the workplace | |
| SDG 10: Reduced Inequalities | 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion, or economic or other status | – Exclusion score for women compared to men in different categories (Respect, Career & Growth, Access & Participation, Recognition) – Gender disparities in sources of experiences (Leadership, Direct Manager, Peers) – Specific experiences shared by women in the workplace |
Behold! This splendid article springs forth from the wellspring of knowledge, shaped by a wondrous proprietary AI technology that delved into a vast ocean of data, illuminating the path towards the Sustainable Development Goals. Remember that all rights are reserved by SDG Investors LLC, empowering us to champion progress together.
Source: forbes.com
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