As the digital landscape shifts, so too does the need for trained cyber security experts who can navigate the significant threats posed by sophisticated cybercriminals.
Many of these experts are remunerated according to their advanced skills and experience in the field. But what is becoming increasingly clear is that irrespective of expertise, a visible pay gap exists, entirely focused on gender.
For this blog, written for International Women’s Day, we’re going to take a look at what that gender pay gap looks like in practice, and how we can take the correct steps going forward to correct that balance. This is so that the excellent and integral work carried out by cyber security professionals, no matter what their gender, is recognised for what it is.
The gender gap in cyber security
A recent report, confirmed that one in four cyber security professionals are now women. This figure on its own indicates enormous progress to a better and fairer cyber security industry, compared to the last decade. But despite this, gender pay gaps still permeate the work we do.
Another report tells us that when asked about their previous year’s salaries, 17% of women said they earned U.S. $50,000 to $99,999, a full 12 percentage points less than men (29%). We know that this is a continuous problem, and one that we need to take serious steps to change.
Equal pay – how do we get there?
For many organisations, tackling the gender pay gap starts with taking a serious look at wages and that requires them to confront some hard truths about how women are paid in their businesses.
A wage audit is the immediate and obvious answer, but once it has been carried out, there are extra ways that organisations must support women. This ensures they have not only equal access to pay, but also equal access to elevated positions and equal respect for their technical skills.
So, what do these extra ways look like?
- Reframe recruitment materials – Too many job adverts and recruitment briefs are targeted at a male audience, focused on the technicalities rather than value. Tailoring your recruitment materials by featuring more accessible language, can open up the role to women looking to get a start in cyber security.
- Define targets at a board level – Similar to the phenomenon of ‘greenwashing’, less scrupulous businesses claim to support gender equality without ever following through with progress. Your organisation must define real targets and stringent roadmaps to ensure talk results in action.
- Include women on interview panels – Not only does having female interviewers on a panel reduce potential bias, it also helps female candidates feel as though your workplace is one where a woman can succeed and thrive. Include high-level women on your panel and encourage them to give genuine accounts of their time at your business.
- Participate in female-focused open days – Your business can play an active role in the community by reaching out to women through open days, at universities, schools and job fairs. At these open days, having a female colleague give a talk or host visitors, can help inspire a new generation of cyber security experts with positive role models.
These are just some ways businesses can take the first steps to a cyber security industry that enables, empowers and celebrates women at all levels of any business. In turn, those same women can support a discipline that will only become more and more important, as the threat of cybercrime continues to grow.
If you’re looking for support with your business’ cyber security measures, CSP can help. Visit us at our website for more details.