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BSides Manchester

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Gender diversity in the workplace is a hot topic for cyber security right now. According to an (ISC) ² report, entitled ‘Women in Security: Wisely Positioned for the Future of InfoSec’ that surveyed nearly 14,000 professionals worldwide; the industry has a severe shortage of women. Only 10% are female globally and each year it’s decreasing. Furthermore, there remains a gender disparity within senior leadership and management – a trend that other industries have witnessed and are actively addressing.

Gender diversity has attracted much attention due to the fact that economically it is recognised as being good for business. When gender parity improves there are many positive implications for the global economy. In fact, full gender equality, according to a report by McKinsey & Co. would add 26%, or $28 trillion, to global gross domestic product (GGDP) in 2025.

Within the cyber security industry there has historically been a skills shortage that continues to worsen, and a lack of qualified security professionals is seriously holding back the industry. Women make up 47% of the workforce in the UK . Since up till now, we have failed to harness almost half of the workforce; namely women, this problem should hardly come as a surprise. This presentation therefore, directly tackles the issues of how we can attract and retain more women to work in the sector. It also looks towards the future and the four shifts that will affect the way that we work.

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BSides Manchester

  1. 1. GENDER DIVERSITY IN CYBERSECURITY: WHAT WORKS BSides Manchester Jane Frankland, Founder of Cyber Security Capital, hello@jane-frankland.com
  2. 2. OBJECTIVE To help you understand the importance of gender diversity, leave you feeling empowered and inspired to help.
  3. 3. Who am I? • Entrepreneur, speaker, consultant, mentor and author • 18-yrs experience in security, former owner of Corsaire, a penetration testing company • Worked as a Director at NCC Group and SensePost • SC Magazine Awards Judge • Board Advisor for ClubCISO • Cyber Security Woman of the Year finalist • Mum to 3 kids
  4. 4. WHY DOES GENDER DIVERSITY IN CYBERSECURITY MATTER?
  5. 5. How this all came about?
  6. 6. What’s happened?
  7. 7. Economics • McKinsey & Co. reported that full gender equality would add 26%, or $28T, to global gross domestic product by 2025. • Productive, innovative and able to stay on schedule and within budget, compared to homogenous teams. • When women are politically and economically empowered counties are more stable. Performance • Women think differently to men due to the way we’re programmed. • Any time you have uniformity of thought, you miss out on the most creative solutions or tactics and these help us beat the threat actors. • http://reports.weforum.org/global- risks-2013/section-seven-online-only- content/data-explorer/
  8. 8. FIVE CHALLENGES
  9. 9. CHALLENGE ONE Developing talent.
  10. 10. In schools • Raytheon and the National Cybersecurity Alliance surveyed the career interests and educational preparedness Gen Ys in 12 countries, 62% of men and 75% of women said no secondary or high school computer classes offered the skills to help them pursue a career in cyber security.
  11. 11. In universities • Computer science is offered by 123 UK higher education institutions, and there were 91,565 undergraduates (of all years) in 2013-14. • 19% were female & computer science accounts for 3.5% of all UK graduates. • Universities are not preparing students for the workplace effectively. • In the UK 11% are unemployed after 6 months of graduating – the highest rate of all degrees.
  12. 12. In the workplace • Global spending is set to rise to $1Tn in from 2017 to 2021 and the cost of cybercrime to global businesses, annually, is between $2-$3Tn. • Cybersecurity job postings are growing 3.5 times faster than IT jobs; there are 1m vacant cybersecurity jobs globally and this is set to rise to 6M by 2020. • The shortages are: security analyst, security auditor, security architect, forensic analyst and incident handler.
  13. 13. CHALLENGE TWO Marketing.
  14. 14. Profile our buyers Suppliers CISO s Employees
  15. 15. Image
  16. 16. Perception is reality
  17. 17. Language Cyber warfare Contextual Ambitious Leading Decisive Cyber warrior Competitive Support InterpersonalRelationships Complementary
  18. 18. STEM evolves to STEAM
  19. 19. Proceed with caution
  20. 20. CHALLENGE THREE Professionalism & standardisation.
  21. 21. Story time
  22. 22. Accreditations
  23. 23. CHALLENGE FOUR Recruitment.
  24. 24. The 3 stakeholders Recruitment Agencies Human Resources Hiring Managers
  25. 25. Solve the riddle A father and his son are in a car accident. The father does not survive, and the son is badly injured. An ambulance takes the son to the hospital, where the surgeon cries out: “I cannot operate because this boy is my son!”
  26. 26. Solutions by design
  27. 27. Confidence & competence
  28. 28. CHALLENGE FIVE Workplace culture.
  29. 29. Howard Heidi
  30. 30. Visible role models
  31. 31. Mentoring & sponsoring
  32. 32. WHAT NEXT?
  33. 33. Four important shifts
  34. 34. 1. Technology advancement • By 2025 5Bn people online, 75% will come from emerging economies and >50Bn connected devices. • Tech will rise - mobile, IoT and cloud. • As the cloud becomes ubiquitous, the ability for creating a global infrastructure upon which services, resources and applications will sit will be developed. • AI and machine learning will replace jobs.
  35. 35. 2. Education needs grow • By 2025 >262 million enrolled students at unis in the world – mostly from emerging markets. • Online analytical and adaptive learning technologies will support the process of learning. • Courses will be tailored to learning styles – kinesthetic, visual, auditory. Some will be free. • 20M STEM graduates / yr and mostly from emerging markets.
  36. 36. 3. Demographics • By 2025 850M people will be over 65-yrs. • Developed countries have declining birth rates, due to increasing female education, personal choice and enhanced child medical provisioning, and ageing populations, some are retiring and dependent on working adults. • Emerging markets, have the opposite - higher birth rates and more working-age adults.
  37. 37. 4. Globalisation • The world is joined up, better connected and consuming and developing low cost and thrifty innovation. • India and China are rapidly becoming major talent pools of the world. However, as they grow, they’re also increasing their consumption on energy resources and as a result the rising costs there will be a reduction in the movement of goods and transportation of people.
  38. 38. Imagine….
  39. 39. Finally… Find out about the book - http://jane-frankland.com/events/the-book Connect with me on LinkedIn – http://linkedin.com/in/janefrankland Email me for more information – hello@jane-frankland.com

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