FOSTERING AN INCLUSIVE WORKPLACE CULTURE

by Jay Hira , Founder and Executive Director at MakeCyberSimple

The forecast by the United Nations secretary-general, António Guterres, reveals a potential loss of $1 trillion in global GDP due to the lack of women in IT, and an extended timeline for achieving gender parity. Despite substantial efforts, progress towards gender equity remains sluggish. There are many reasons for this lack of progress, but inclusive workplace cultures play a key role in getting women into the workforce, and keeping them there.

The Need For Inclusive Workplace Cultures

Most organisations are committed to creating gender balanced and diverse workforces to harness innovation. However, the effectiveness of their diversity, equity and inclusion (DE&I) initiatives hinges on an inclusive workplace culture. Although the Workplace Gender Equality Act 2012 implemented by the Australian government aimed to drive progress, the 2023 Status of Women Report Card from the Department of Prime Minister and Cabinet found “evidence that in a number of areas progress is slowing or stalled.” This shows a disconnect between the growth of DE&I focused initiatives and the progress they are achieving.

There are many barriers impeding progress, including unconscious bias, lack of diverse role models and lack of mentoring and training. However, a significant roadblock to fostering more inclusive workplace cultures is the mistaken notion that increasing diversity is synonymous with increasing inclusion. In reality, diversity and inclusion are two distinct concepts.

While organisations may have well established DE&I initiatives they often lack a culture of inclusion. To be truly inclusive, under represented groups need to feel a sense of belonging, have their voices heard and acknowledged, and be able to express themselves freely. Only then can an inclusive workplace culture be achieved, along with increased productivity, efficiency and business growth.

Cybersecurity Leading The Charge

In cybersecurity, an industry with significant potential for advancing gender equity and diversity, two compelling factors foster optimism.

1. Alignment of traits: Cybersecurity professionals naturally possess characteristics such as curiosity, empathy, problem solving skills, humility and a growth mindset. Recognising and leveraging these traits is integral to cybersecurity recruitment strategies. And remarkably, these traits align with those exhibited by leaders who cultivate inclusive workplaces.

2. Opportunity for expansion: The global shortage of cybersecurity professionals creates a valuable opportunity to enhance diversity and foster inclusivity. The sector is expanding rapidly and new entrants are being hired in substantial numbers. Prioritising inclusive traits when candidates are selected for employment could help create a workforce that is more accepting of different genders and backgrounds. Furthermore, as time passes and those recruits take increasingly senior positions, their influence in shaping culture and promoting inclusivity will grow.

Organisations can also prioritise hiring leaders from under represented groups, including females and those from different cultural and ethnic backgrounds, who could naturally foster inclusive workplaces.

In this environment, DE&I policies will transcend superficial compliance and be manifested in the attitudes and actions of the workforce. The prospect of the cybersecurity industry leading the charge in closing the gender and diversity gap, and fostering true inclusion, is inspiring and, if realised, has the potential to be transformative.

Conclusion

To achieve meaningful progress in gender equity and a diverse workforce, it is imperative to foster more inclusive workplace cultures. The cybersecurity industry, with its inherent inclusivity traits and opportunities for growth, stands as a beacon of hope for increasing the diversity and gender balance of the workforce. By prioritising DE&I, we can cultivate a workforce that is more inclusive and that thrives on diversity.

DANIELLE ROSENFIELD-LOVELL