The number of women in specialist ICT security roles in Australia grew fourfold between 2016 and 2021, according to research from RMIT University. That’s a promising statistic and we like to emphasise it.
Why? Because behavioural economists have shown that a description of the growth of women in STEM increases women’s interest in STEM jobs. It’s a simple way (a behavioural nudge) to signal to women they belong in Australia’s fast-growing cybersecurity industry.
Of course, there’s so much more to do to increase gender diversity (and diversity in general) in cybersecurity. Women make up 17 per cent of the industry.
At Diversity Partners, we’re proud to be contributing to this shift.
Recently, we worked with a government department to strengthen diversity in their cybersecurity intern program. We looked at previous program data, reviewed marketing materials and job descriptions, consulted with stakeholders, and drew on industry research.
This helped us identify:
- The most effective channels for reaching women
- Opportunities to strengthen partnerships with vocational education providers to reach students from diverse background
- Ways to promote flexible working
- Strategies to mitigate bias in interviews and selection.
One of the strengths we highlighted was the value of hiring interns in sets (rather than individually) which makes managers more attuned to diversity gaps in their choices. (We always look for strengths as well as opportunities.)
Why does this matter? Because diverse perspectives and talents are essential for problem-solving and decision-making in cybersecurity.
