While the overall impact of the coronavirus is still in question, organizations can mitigate the damage it may cause by using mass notification stay in contact with their employees to keep them informed about any changes or developments.

Continuous evaluation can pick up and make note of concerning behaviors among employees, giving an employer the ability to intervene in negative behaviors that take place after the initial background check and before something serious happens to the individual or their organization. Once alerted to concerning employee behavior, employers can unlock multiple organizational support mechanisms, including having HR speak to the individual about the potential cause.

Limiting the spread and collateral damage that COVID-19 poses to the world will heavily depend on the level of situational awareness of the people on the ground and their reaction speed. What are some incident management protocols security leaders should keep in mind during COVID-19?

Ransomware has quickly emerged as a massive cybersecurity threat and is evolving continuously. Certainly, recent ransomware incidents should serve as a wake-up call for all businesses to remain vigilant against ransomware. To minimize the chances of being victimized by ransomware means going back in time to understand how ransomware developed and how it evolved.

As the COVID-19 virus has once again brought to the forefront, anticipating potential dangers is essential to meeting this challenge in an environment full of new and evolving risks.

Amid the hysteria over coronavirus (COVID-19), many people know to seek out trusted third-parties for guidance in situations like these, such as the World Health Organization (WHO) or the Centers for Disease Control and Prevention (CDC). But lesser known is the fact that phishing scammers have started capitalizing on the wide-spread fear and uncertainty for their benefit by posing as these authoritative agencies.

As digital security through online portals continually improves and people become more wary of phishing emails, hackers have turned to old fashioned telephone calls to elicit key pieces of personal information they can use for profit. It takes little technical skill—just the ability to sound convincing to vulnerable people over the phone.

Part of any good cybersecurity program rests on spreading good habits and inculcating employees with best practices around handling data and using network resources. In this cybersecurity is as much a behavioral challenge as it as a technological one. That’s precisely why the recent coronavirus outbreak, or COVID-19, is so potentially harmful to a company’s cybersecurity efforts.

Women face unique entry barriers in the security industry, discouraging many from pursuing careers in the industry in the first place. This trickledown effect, combined with a lack of recruiting and mentorship opportunities, means the security workforce is drastically lacking in gender diversity. When companies prioritize female leadership development and break the stigma, they create diversity of thought in the process, driving their own success.

Becoming a new CISO brings new exciting opportunities and responsibilities but also new challenges and pressure. In the past few years, the role of the CISO has become increasingly complex as it evolves from a predominately technical role to a more strategic, advisory capacity.