There’s been some encouraging growth in the last five years for women working in tech, representing 33% of the sector’s workforce. However, since 2020, there has only been a .2% increase, that there is still much work to be done. This is especially true in cybersecurity — with women making up one-fourth of the workforce. While women continue to chip away at the glass ceiling to succeed in a field that has historically been dominated by men, the reality is that doors are still the last to be knocked on. 

Spread awareness at higher education 

Higher education is one of the most pivotal times for young adults to discover what they want to do in their careers. These formative years are when they discover their passions, set their path, and dive headfirst into planning their futures. With this in mind, it’s incredibly important to give young women the whole picture and not just the career boxes that society often puts them in. 

It starts with the universities. Campuses must offer more programs, courses, clubs and job fairs to educate women about the career path and support them if they choose to pursue it. More importantly, they should bring in more female cybersecurity leaders who can speak to their experiences. Early access to meeting other women in technology fields provides students with real examples that they can aspire to. 

Cybersecurity practitioners have the unique opportunity to influence the next generation of workers in our trade. It is their job to educate younger generations on what they do, what a career in the industry can look like, and what’s possible for young women in this field. 

Employers should create programs tailored to women 

Deciding to pursue the career is just the first step. Sticking with that decision and persevering through the hardships to come will be the true challenge. Employers can help. Dedicated programs tailored to helping women feel supported as they navigate the field can make the difference between a company having equal representation or continuing the status quo. 

These extended programs should empower women to prioritize both their careers and their personal aspirations, such as being able to temporarily step away for maternity (or the broader parental) leave without the fear of falling behind. Encourage your employers to spread awareness and make sure they’re primed with the tools to coach teams on how they can be more supportive. 

Policies and procedures within workplaces should support everyone and it’s the duty of leaders to make sure they’re creating an inclusive environment.

Become a role model 

Mentors are one of the most important parts of one’s career. The right one is someone that can provide career and personal support. For women, having a role model that reflects what they see in the mirror can make or break this potentially career-shaping bond. 

They don’t call it ‘girl power’ for nothing. Having a female leader that a young woman can turn to for advice is imperative. Our personal experiences are what shapes our advice. A woman who has clawed her way to the top likely has a different outlook than her male counterpart on how to have your voice heard by peers or bosses.