The UK’s cyber security industry is one of the most crucial sectors for safeguarding the nation’s digital landscape. A recent study by the World Economic Forum showed that 59% of global businesses would find it difficult to respond to a cyber security incident due to the shortage of skills.
So, how can organisations make sure that they have a robust system and the right people inside their organisation to mitigate against the risks, as the world’s dependence on technology continues to grow?
One key and important solution is to work towards building a more inclusive and effective cyber security workforce by improving diversity. The UK’s cyber security industry continues to be overwhelmingly dominated by men. As of May 2024, women constituted just 17.9% of the workforce, with men making up the remaining 82.1%, according to LinkedIn’s Economic Graph team. While this marks a slight improvement from 17.5% in 2023, the gender disparity remains significant, highlighting ongoing challenges and the urgent need for action.
Historical and Cultural Barriers
The underrepresentation of women in cyber security is not a new issue; it is rooted in deep-seated historical and cultural factors. For decades, cyber security, like much of the technology sector, has been perceived as a male-dominated field. This perception has resulted in a lack of female role models and mentors, which many believe is one of the reasons why women are discouraged from pursuing careers in this area.
Jane Frankland, a cyber security expert and LinkedIn Top Voice, points out that this perception has long shaped educational environments, which often fail to actively encourage women to pursue studies in computer science—a common gateway into cyber security. The lack of encouragement in schools and universities means fewer women are entering the pipeline, which perpetuates the gender imbalance in the workforce.
The STEM Education Pipeline
The challenges faced by women in cyber security often start early in their educational journey. McKinsey & Company’s research highlights two critical points where the percentage of women in STEM (Science, Technology, Engineering, and Mathematics) fields drops significantly: during the transition from secondary education to university and from university to the workforce. The drop is particularly sharp at these junctures, with an 18% decline from secondary education to university and a further 15% drop from university to the workforce.
Furthermore, the share of women in the workforce is lowest in the tech roles that are growing fastest, such as cyber security, DevOps and cloud. At current rates, the share of women in tech roles in Europe is heading toward a decline to 21 percent by 2027.
This leaky pipeline indicates that while young women might initially show interest in STEM subjects, systemic barriers such as lack of support, mentorship, and encouragement, along with prevailing gender stereotypes, deter them from continuing. By the time they reach the job market, the number of women entering cyber security roles has dwindled considerably.
Workplace Challenges and Biases
Once in the workforce, women in cyber security often face additional hurdles. Unconscious biases in hiring practices and workplace cultures can create environments that are unwelcoming or challenging for women. Frankland notes that women often have to work harder, longer, and obtain more certifications to prove their competence, which can be discouraging and exhausting. This extra burden not only affects job satisfaction and retention but also perpetuates the gender gap as fewer women choose to stay in or advance within the industry.
The International Context
Interestingly, the gender gap in cyber security is not as pronounced in some other countries. In Italy, women made up 26.7% of the cyber security workforce as of May 2024, and in Singapore, they accounted for 26.2%. These figures suggest that the UK could learn from international best practices and cultural attitudes that are more supportive of gender diversity in tech.
Moving Towards Greater Diversity
Addressing the gender disparity in the UK cyber security industry requires a multifaceted approach. Educational institutions need to actively encourage young women to pursue STEM subjects and provide robust support systems throughout their academic journey. In the workplace, companies must tackle unconscious biases in hiring and promotion practices and create cultures that are inclusive and supportive of all genders.
One of the key findings from Lorien’s 2024 study on ‘What Tech Candidates Want’ revealed that the top reason candidates look for a new role is for opportunities to learn new skills. This was a complete change from 2023, when 40% of candidates said that salary was their key motivation. Employers can take advantage of this change in sentiment and make a real difference in attracting top female talent into their organisations by offering training, upskilling and progression.
Role models also play a critical role in this effort. Prominent female figures in the cybersecurity industry, such as Jessica Barker MBE PhD, Sarah Armstrong-Smith, Sian John MBE, and others, are essential in challenging stereotypes and providing inspiration for the next generation of women. Their visibility and success help to slowly shift perceptions and open doors for more women to enter and thrive in the field.
Companies and organisations that are looking to build competitive advantage and growth by addressing their technology gap should consider one fact: women occupy only 22 percent of all tech roles across European companies. That’s a staggering statistic at a time when technology underpins so much of the innovation and growth in the world today. In Lorien’s most recent Salary Survey, we found that there are roughly 22,000 candidates in the cyber security space, increasing by 3% YoY. The average time in a role is 20-21 months, with 18% of employees changing jobs last year.
With concerted efforts from educators, employers, and industry leaders, the sector can become more inclusive and reflective of the diverse society it serves. Bridging the gender gap is not just about fairness; it’s about harnessing the full potential of the talent pool to better protect and innovate within the ever-evolving digital world.
If you need advice or help with diverse hiring, get in touch with our team today and ensure your company is ahead of the competition.
