DIFFERENT VOICES, DIFFERENT PERSPECTIVES: FOSTERING DIVERSITY AND INCLUSION IN CYBERSECURITY FOR GREATER INNOVATION

by Lisa Ventura , Founder, Cyber Security Unity

Today many companies embrace diversity and inclusion in their businesses. Organisations around the globe put diversity initiatives at the top of their ‘must-do’ lists. And while it is widely accepted as the right thing to do, the benefits of ensuring diversity and inclusion in the workplace can be far reaching.

As it turns out, creating a culture of diversity and inclusion is good for your business in more ways than you might imagine. Inclusion is a way of building on diversity and creating a feeling of belonging for everyone within an organisation. It means creating a workplace culture in which employees feel valued, respected and accepted. They feel welcomed, able to be themselves and able to share their ideas in a friendly environment.

Such a workplace culture improves the work experience of employees. However, the benefits of a diverse and inclusive workplace run much deeper.

In this article, we explore the benefits of diversifying the cybersecurity industry, the challenges faced and the practical steps that companies can take to create a more diverse and inclusive workforce.

WHAT DO DIVERSITY AND INCLUSION MEAN?

Although the terms appear together, diversity and inclusion mean slightly different things.

• Diversity refers to the specific makeup of an organization or group. For example, how many different cultures, races, sexual orientations ages its members.

• Inclusion refers to how well an organisation represents and enables diversity within itself.

When thinking about inclusion, organisations should focus on ensuring the thoughts, feelings and opinions of diverse employees are valued and respected.

WHAT ARE THE BENEFITS OF DIVERSITY IN CYBERSECURITY?

According to Forbes, organisations that rank high in gender diversity outperform their competition by 15 percent. The results get even better for those practicing ethnic diversity: they do better than their competitors by 35 percent.

In addition, workplace diversity is an important predictor of a company’s sales revenue and profitability. The most racially diverse companies bring in, on average, 15 times more sales revenue than those with lower levels of racial diversity. Let’s look at some of the less well-known benefits of nurturing diversity and inclusion.

Diversity Leads To Greater Innovation

In the study, Fostering Innovation Through a Diverse Workforce,  researchers for Forbes found some fascinating links between inclusion and innovation. Diverse employees bring a wide-ranging set of life experiences and backgrounds to the table, meaning they often look at life through different lenses. Those different perspectives can open new ways to solve challenges or address problems.

When different viewpoints mesh they have the potential to enable companies to out-innovate their competition, or as the Harvard Business Review explains, “Diversity unlocks innovation by creating an environment where ‘outside the box’ ideas are heard.” The results? Organisations that exhibit diversity are 70 percent more likely to capture a new market than those that do not.

Diversity Makes It Easier To Recruit Top Talent

At a time when unemployment is low, recruiting talented, dedicated workers can be a challenge. They are looking for more than compensation, perks and packages.  There are programs available to educate employees on how to be an ally in the workplace so that every employee can feel empowered to bring their best selves to work. More than ever, this is a critical component of hiring and retaining top talent. In addition, a study by Glassdoor found that diversity can significantly increase the attractiveness of an organisation for potential employees.

Researchers found 67 percent of jobseekers considered a diverse workforce an important factors when choosing where to work. That was true regardless of whether or not the survey respondents were members of a minority. These findings show workers are not open only to the idea of a diverse workplace, but are beginning to expect one. The more an organisation responds to this expectation, the better its chances of hiring and retaining top talent.

Customers Respond To Diversity

Diversity is not only about changing the composition of workplaces across the country; it is also about increasing the diversity of its customers. When a business exhibits a culture that fosters diversity it becomes more attractive to minority customers and is more likely to be perceived as understanding the needs of a diverse customer base.

Researcher Stephen B Knouse, from the University of Louisiana at Lafayette, found a diverse employee base could communicate better with different types of customers, better understand their needs, and better meet those needs.

Diversity Can Help Improve Brand Image

As Intuit CEO, Sasan Goodarzi puts it, “We must have a diverse and inclusive environment to be able to hear all voices. If we want to know what’s important to [our customers], we actually have to be diverse like our customers.”

The consulting firm DeEtta Jones reports brands that value diversity enjoy better brand perception. One reason could be that customers perceive such brands as being more in touch with their customers and more forward-thinking. Potential customers may perceive brands that do not practice diversity as being behind the times.

Diversity And Inclusion Boost Employee Engagement

Many studies indicate that positive work environments lead to greater business success. Happier employees are more engaged and productive, and when employers take the time to have employees describe their experience of the benefits of diversity and inclusion, a happier, more relaxed work environment emerges. Employees feel valued and respected, which leads to greater collaboration and creativity.

According to Dr Shirley Davis Sheppard, vice president of diversity and inclusion and workplace flexibility at the Society for Human Resource Management (SHRM), inclusive workplaces have higher levels of engaged workers and there is direct correlation between engagement levels and better job performance. Disengaged employees cost organisations an estimated $450 billion to $550 billion yearly through lost productivity, according to Gallop. They also undermine the performance of a company: greater employee engagement can boost profits by an average of $2,400 per employee per year. And companies with employees that are more engaged enjoy 2.5 times more revenue growth.

Increased Cyber Attack Frequency And Demand For Cybersecurity Professionals

The frequency of cyber attacks has increased in recent years, creating a higher demand for cybersecurity professionals. By 2025 it is estimated there will be more than 3.5 million unfilled jobs in cybersecurity. Businesses are facing talent shortages, creating another reason to factor diversity and inclusion (D&I) into recruitment efforts. Diversifying the cybersecurity workforce can ensure businesses have access to a bigger pool of talent.

Different Perspectives And Critical Thinking

Diversity in the cybersecurity industry means there will be a range of perspectives and different approaches to critical thinking and problem-solving. Diversity opens doors to new insights and innovation. In a workplace lacking diversity, people tend to turn away when they cannot find someone or something they are able to relate to. Prospective clients will often consider partnering with providers who offer more versatile services that better fit their needs. The likelihood of being able to onboard talent also decreases in less diverse workplaces, because work culture significantly influences people choosing to apply for a role in a company. Respecting the unique needs of every job candidate and employee gives businesses a competitive advantage.

THE IMPORTANCE OF PRIORITISING DIVERSITY, EQUITY AND INCLUSION IN CYBERSECURITY

The importance of prioritising diversity, equity and inclusion in the workplace cannot be overstated. This is especially important in the cybersecurity industry which is constantly evolving in response to the emergence of new threats. Just like the COVID-19 virus variants, phishing and ransomware attacks reach new levels of sophistication every month. Businesses that strive to provide effective cybersecurity need to be agile, adaptive and open to multiple modes of critical thinking.

A cybersecurity provider is more likely to exhibit these qualities if it has a diverse workforce. However, diversifying the cybersecurity industry is easier said than done.

The Challenges Of Diversifying The Cybersecurity Industry

There are some challenges to diversifying the cybersecurity industry, which include:

Access To A Limited Talent Pool

The cybersecurity industry’s talent pool is very limited. Women make up just 11 percent and minority representation stands at 26 percent. This is unsatisfactory. To diversify the industry, businesses need to expand their reach and identify candidates outside the traditional hiring channels.

The Problem Of Unconscious Bias

A significant challenge businesses face when diversifying their workforce is implicit bias. This refers to the unconscious attitudes or beliefs in stereotypes that can affect decisions and actions. For example, hiring managers may overlook qualified candidates from underrepresented groups as a result of implicit bias. Businesses need to ensure their recruitment processes are free from implicit bias that may filter out potential candidates, especially those from underrepresented groups.

Investment In Staff Retention

After onboarding talent, businesses need to maximise retention efforts. With the demand for cybersecurity professionals increasing, maintaining employee morale is critical to ensuring employers do not lose workers, especially those with valuable skills. Companies can achieve this through more inclusive policies, hosting in-office events in support of different cultures and providing educational training and workshops for current and prospective staff.

Dismantling unconscious biases in the workplace is the core to promoting a more diverse and inclusive environment.

Ways To Increase Diversity In Security Teams To Foster Greater Innovation

In many security organisations conversations around the pressing issue of diversity in the industry tend to be overlooked. The people at the top in the world of cybersecurity form a homogenous group and the lack of diversity in the industry creates hurdles, making the provision of security to clients much harder than it need be.

So, how do you increase diversity within your security teams to help foster greater innovation?

Retention Of Diverse Staff Is As Important As Their Recruitment

Much of the conversation around diversity in cybersecurity focuses on hiring staff. However, to create more diverse security teams, it is necessary to also focus on retaining diverse staff. While it is important to increase significantly the number of non-binary individuals, women and people of colour, it is just as important to improve internal processes to help retain them.

Studies show that up to 52 percent of women leave security careers, as do those from non-traditional backgrounds. This figure is almost double that for men leaving cybersecurity careers. Some say this is because women do not enjoy their careers in security, but more than 80 percent of women in the industry say they love their work. These figures suggest many from diverse backgrounds leave the industry because of cultural differences.

DON’T LET CONSCIOUS OR UNCONSCIOUS BIAS AFFECT YOUR PICTURE OF SOMEONE

Too often we have a mental picture of what a security person is supposed to look like: one that does not reflect reality. The famous picture of Einstein shows him with tongue out and hair all over the place. If you did not know him have been one of the world’s greatest intellectuals, you might assume from his appearance that he was not very bright. Appearances can be very deceptive.

We often do not realise we have fallen victim to unconscious bias. We must understand that our biases may not be explicit or intentional. We must learn to recognise they exist, listen to what people say, evaluate the work they produce and observe how they collaborate with others: these are all indicators of the value they bring to an organisation.

Also, those who have been conditioned to believe security to not be a valid career path for them, or those who are neurodiverse, may not exhibit confidence in their work. This does not mean they cannot do their jobs, it simply means they may need a little more encouragement in their working lives.

Nurture Those Who Think Uniquely

Security organisations often want people to shake things up by thinking ‘outside the box’, but in reality many are uncomfortable with being challenged and presented with new ways of doing things. When original thinkers are not valued, they are more likely to move elsewhere.

In security organisations, building a culture of inclusion in which everyone has a chance to share their ideas can help to increase diversity. Not every idea will be great, but all ideas and opinions should be shared and listened to.

Instil A Culture Of Remote And Flexible Working Where Possible

In March 2020 when the COVID-19 global pandemic hit, steps were taken across all industries to get staff working from home. Many organisations realised their employees could be just as productive working from home as working in an office. In addition, those who are neurodiverse often get stressed when a deadline is approaching and undertake their work as far as possible in advance, while others find they need the adrenaline rush that comes when waiting until (almost) the last minute to deliver a project.

Supporting flexible working hours, a flexible working location, job sharing or three weeks on and one week off enables people to set their own hours and choose the locations where they feel most productive while still delivering on deadlines and projects. However, a flexible work environment requires trust in people to be productive even if they are not working in the same way or at the same time as others.

Final Thoughts

To build a strong and diverse security team, organisations need to build an environment that supports and accepts differences of all kinds. They must not let unconscious bias about gender, the hours someone works, the location where they work or their appearance get in the way of nurturing all the great security talent available.

Organisations need to focus on creating cybersecurity teams that mirror the make-up of their wider workforce. Only then do they stand a chance of warding off the growing cyber threat and fostering greater innovation in the industry.

About Lisa Ventura

Lisa Ventura is an award-winning cybersecurity awareness specialist, writer and speaker. She is the founder of Cyber Security Unity, a global community organisation dedicated to bringing together individuals and organisations working in cybersecurity to help combat the growing cyber threat. She is also a mindset and mental health coach and offers help and support to those workers in cybersecurity and Infosec affected by stress, burnout and mental health issues.

www.linkedin.com/in/lisasventura twitter.com/cybergeekgirl

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