How Are Women Making a Difference in Cyber-security?
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This webinar delivers exclusive information on the representation of women in cyberspace as a vital asset of organizations toward establishing a security culture. Without a detailed plan of women inclusion in cyber security, governments and businesses will face major challenges in regards to larger number of cyber-attacks and potential financial losses. Get to discover the role and impact of women in the cybersecurity world. Main points covered: • What is the role of women in Cybersecurity? • The importance of empowering women in cybersecurity field • Building a better future for women in cybersecurity Presenter: Jane Frankland is an award winning entrepreneur, speaker and business consultant. She is also an SC Awards Judge for Europe and the USA, and has been identified as one of the top 50 influencers in cyber security in the UK. Jane has 19-years’ worth of experience in the industry, has built and sold her own global penetration testing firm, Corsaire, advised boards and held senior executive positions at several large PLCs, including the NCC Group. Through Cyber Security Capital she now helps cyber security individuals, corporate leaders and entrepreneurs meet their performance objectives. As an ambassador for cyber security she is passionate about STEAM and diversity in the workplace. Her book, ‘In Security: How a failure to attract and retain more women in cyber security is making us all less safe, and what to do about it,’ is due for release in 2017. Link of the recorded session published on YouTube: https://youtu.be/143-dliHwwE
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How Are Women Making a Difference in Cyber-security?
- 2. Who am I? • Award-winning entrepreneur, speaker, consultant & author • A top 50 influencer in the UK market. • 19-yrs experience in security, former owner of Corsaire, a penetration testing company. • Worked as a senior executive for several large PLCs, a Board Advisor for a forum with 170 CISOs & have been heavily involved in industry standards & certifications (OWASP, CREST & Cyber Essentials). • SC Awards Judge for Europe & the USA. • Mum to 3 kids.
- 4. What do our adversaries look like? What do cybersecurity professionals look like?
- 5. Exposure & increased risk “the gap between available qualified professionals & unfilled positions will widen to 1.8M by 2022.”
- 7. Economics • McKinsey & Co. reported that full gender equality would add 26%, or $28T, to GGDP by 2025. • Productive, innovative, able to stay on schedule & within budget, compared to homogenous teams. • When women are politically & economically empowered counties are more stable. Performance • Women think differently to men. • Any time you have uniformity of thought, you miss out on the most creative solutions or tactics that can help us beat the threat actors. • http://reports.weforum.org/glob al-risks-2013/section-seven- online-only-content/data- explorer/
- 10. • Although there are more similarities, there are differences: • Men’s brains are bigger & heavier relative to their body size • Men & women have different methods of processing information • Women have MOST brain cell matter in the frontal cortex (reasoning) & limbic cortex (emotional) • Women use both sides of the brain & have 30% more neurons firing • Strong in empathy, intuition, collaboration, self-control & worry • Men respond to challenging/ threatening situations with action • Men & women have different hormones – testosterone, oestrogen, serotonin
- 11. What does this mean? Men • Rated their knowledge of IT controls, awareness & controls more than women • Reported less compliance, more risky behaviours & more risk amongst male employees Women • Rated their knowledge less than men • Reported less risky behaviours & were more compliant, embracing organisational controls and technology more than men
- 12. MORE MEN More risk + more innovation MORE WOMEN Less risk + less innovation
- 13. “The gender imbalance in cybersecurity presents the greatest threat to our nation’s security”
- 14. CORKSCREW THINKING WAS COINED BY WINSTON CHURCHILL TO DESCRIBE CREATIVE PROBLEM SOLVERS
- 15. Downsides • Being around people who are different to us causes discomfort, rougher interactions, a lack of trust, greater perceived interpersonal conflict, lower communication, less cohesion, more concern about disrespect & lots of other problems. Upsides • More creative, more diligent and harder-working. Simply interacting with people who are different forces us to prepare better, anticipate alternative viewpoints & expect that reaching consensus will take effort. • Encourages us to search for novel information & perspectives, leading to better decision making & problem solving.
- 16. What’s happened? According the Global Information Security Workforce Study women in security have dropped from 19% in 2008 to 11% in 2017.
- 18. • The book - In Security: How a failure to attract & retain women in cybersecurity is making us all less safe
- 23. Role models
- 25. Women consider organisations that value gender diversity & develop talent
- 26. The recruitment stakeholders: HR, recruitment consultants & hiring managers
- 28. Language WARFARE CONTEXT Ambitious Leading Decisive Warrior Competitive Support Interpersonal Relationships Complementary Ninja Battlefield Protect individuals Identity theft Risk & online safety Collaboration
- 29. PECB, EC Council, ISACA, GIAC, (ISC)², CompTIA, Offensive Security, Mile2, EITCI, eLearnSecurity, CREST
- 31. LEARN THE RULES OF THE GAME & PLAY BETTER THAN ANYONE ELSE
- 32. Visible work & invisible work
- 34. Mentors & sponsors matter. Their level impacts a woman’s career advancement
- 35. PECB IT Security Training Courses ISO/IEC 27032 Lead Cybersecurity Manager 5 Day Course Lead Pen Test Professional 5 Days Course ISO/IEC 27034 Application Security 5 Days Course ISO/IEC 27035 Information Security Incident Management 5 Days Course Computer Forensics Examiner 5 Days Course Exam and certification fees are included in the training price. https://www.pecb.com/it-security | www.pecb.com/events
Editor's Notes
- Cyberattacks are increasing & becoming more sophisticated Cybercriminals follow the money trail They only need to find ONE way New technologies, legacy systems plus non electronic systems (cold data storage) New legislation, like the GDPR & high fines
- Why does this matter? According to Frost & Sullivan:
- I believe so….
- There are more similarities than we think
- There are more similarities than we think
- What this means – less innovation
- Are we at war? Some believe so….
- Women came as school leavers & from unis. They were linguists, translators, chess champions, mathematicians. You had women like Mavis Batey, Margaret Rock & Joan Clarke. You had men like Ian Flemming, the writer of James Bond; and Alan Turing, who was gay & most probably autistic. Y service who interrupted codes, to code breakers, to bombe & colossus operators, admins, cooks, cleaners, transportation officers etc.
- My daughter – Anja – choosing her GCSE options Technology is the future. Technology is the now.
- It all started with a report I happened to pick up & read.
- 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.
- To attract women you must know they consider the company
- Stereotypes & unconscious bias
- Job specs Gender neutral language – tools e.g.Textio
- 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. Cyber security job postings are growing 3.5 times faster than IT jobs; there are 1m vacant cyber security 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.
- You have to learn the rules of the game & then play better than anyone else
- Working on the right projects matters for advancement. Men reported working on larger and more visible projects that they perceived to carry more risk to their companies. Men also had greater access to roles that are more likely to be mission-critical over the course of their careers than women did, including those with profit and loss responsibility, budget responsibility, and management of direct reports. Women got fewer international experiences, but were no more likely than men to turn down an opportunity for an international assignment when offered.
- Equity
- Mentor’s level, not gender, impacted career advancement. Attract a mentor who’s highly placed in an organization & in a better position to provide sponsorship. High potentials who were developing a protégé received $25K greater compensation growth in 2-years Being developed matters:A higher percentage of high potentials who had received developmental support in the past two years were more likely to be offering similar support to a protégé. Numbers matter: The more people high potentials received developmental advice from, the more likely they were to pay it forward to others.