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The Federal Rotational Cyber Workforce Program Act of 2021 and the State and Local Government Cybersecurity Act of 2021 will promote cybersecurity on the national, state and local levels.
Talent shortages have negative effects on cybersecurity, according to the State of Pentesting 2022 report from Cobalt. To avoid talent gaps, employers can focus on proactive retention.
By being an organization of change, executives can not only diversify the talent within security, cybersecurity and IT teams, but they can improve the quality of their hires and set their enterprise organizations up to thrive in the future.
A 2019 S&P Global study found that public companies with women at the helm were more profitable compared to those with men in the CEO and CFO seats. Women are also making big inroads in other fields including science and medicine. Yet in the tech and cybersecurity industries women still lag behind. It’s certainly not because of a lack of jobs. Though the talent shortage did ease last year, the industry as a whole is struggling to fill vacancies. There are a few reasons that women aren’t filling those seats.
The University of Missouri–St. Louis (UMSL) is addressing one of the most critical issues in cybersecurity by launching new undergraduate and master’s degree programs in cybersecurity.
Talent acquisition and retention is the leading operational reason that companies have been ramping up their diversity initiatives, according to (32 percent) of respondents in the (ISC)² study.
Business leaders around the globe are most concerned about their company to transform its operations and infrastructure to compete with organizations that are “born digital,” according to the 2019 Executive Perspectives on Top Risks survey conducted by Protiviti and North Carolina State University Poole College of Management’s Enterprise Risk Management (ERM) Initiative.
