The cybersecurity industry is well-versed in driving positive change during times of uncertainty, chaos, and confusion. When things go wrong — and often even before they do — cyber experts are among the first to step up and help organisations find clarity. It’s no secret that IT and security teams work around the clock in […]
The cybersecurity industry is well-versed in driving positive change during times of uncertainty, chaos, and confusion. When things go wrong — and often even before they do — cyber experts are among the first to step up and help organisations find clarity.
It’s no secret that IT and security teams work around the clock in the face of adversity (and adversaries) to make the world a safer, more secure place. And yet, cybersecurity has resisted diversifying its talent for a long time.
In fact, according to research released by the UK government, in 2023 only 17% of the UK’s cybersecurity industry was made up of women (lower than the 24% global average), meanwhile, just 22% of the industry came from ethnic minority backgrounds.
But at what cost does this lack of diversity come?
We need diverse talent to fight diverse adversaries. Cybercriminals come from varied backgrounds, so it’s only natural that we should seek to employ a range of talent to fight them.
Above all, we must think like hackers. Our teams must bring a wealth of experiences, ideas, and approaches to the table. Echo chambers are always unproductive — especially so as threats grow increasingly complex, numerous, and diverse.
What’s worrying is that, given the current geopolitical climate, the policies designed to ensure diversity and inclusion within organisations are at direct risk of either being sidelined or outright banned.
A glance at our peers across the pond shows how this is already unfolding. As security leaders, we must assess the current geopolitical landscape and consider whether things will worsen — and when. I’d venture to say they will if no changes are made.
Pushing for change
The Most Inspiring Women in Cyber Awards , which took place last month, brings together women from around the world to celebrate achievements and discuss the pressing issues facing organisations globally.
This forum aims to unite the many organisations and individuals advocating for change and provide a platform for sharing the insights of each group.
The goal is for attendees to take these ideas and spread them within their own networks, organisations, and industries.
This year, the issue in question was DEI initiatives in the cybersecurity industry. The key question posed was: How can we keep DE&I on the agenda?
Accountability
First and foremost, we must hold organisations accountable for their commitments to DE&I. As women (and allies), we must be vocal about our needs and expectations from employers, especially when it comes to inclusion.
When legislation or government guidance changes — as we are seeing in the US — we must fight against the erosion of well-established initiatives. There are steps that cannot be undone, especially when they have led to positive change. That said, organisations should aim to lead the way proactively, rather than being forced to comply. This is what sets truly great companies apart.
Community
Engaging with the wider community is essential to keeping the conversation around DE&I alive. By participating in specialised networks like WiCyS UK&I, CyBlack, and WiTCH, which support diverse groups, we can gather in safe spaces (either physical or virtual) to share our experiences, best practices, and, at times, our challenges.
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These spaces also allow us to practice holding organisations accountable, with the ‘best in breed’ being showcased as shining examples.
One such example is the InClusive InCyber breakfasts, run by the team at LT Harper. These open-to-all sessions, held monthly and travelling across the UK, engage the broader cybersecurity community in discussions that may be deemed too ‘taboo’ for the workplace, yet remain crucial.
In January 2025, they hosted a session in London on women’s health. The discussion included medical advice on managing issues such as perimenopause and menstruation in the workplace, as well as ways employers can proactively support individuals facing these challenges.
In settings like these, we break down barriers of shame, and attendees can take these ideas and champion them within their own organisations.
Mentorship is also an effective way to engage with the community, offering valuable insight and support to peers. It provides a platform to voice and address concerns while uplifting each other.
The bigger picture
The heightened global interest in DE&I follows the US government’s call in January to immediately end “radical and wasteful government DEI programs and preferencing,” issued on the same day Trump was sworn in. This has sent ripples across the world, prompting many to ask, “Will this happen in my country or organisation?”
During the panel discussion at this year’s awards, Runli Guo, founder and CEO of AI Dionic, suggested that the retreat from DE&I initiatives might only be a ‘micro trend’.
She succinctly stated: “Don’t worry about what’s happening now. Leave the world a little better for those who come after. Your impactful work will live on, not just for the next four years.”
Ultimately, in striving for a better, more inclusive future, we, as women, must aim for the top table. We have a responsibility to uplift one another when we can and hold our organisations accountable for any failings in inclusive practices — or lack thereof.
We are ultimately stronger and more secure when we are a diverse team, bringing with us a unique wealth of experience and expertise.
