Cybersecurity Is Facing A Massive Deficit Of Talent

And it’s about to get much worse.
The industry will be short qualified candidates for an estimated 3.5 million jobs by 2020. In addition, less than 11% of top leadership roles in cybersecurity are filled by women; for people of color, the numbers are lower by an order of magnitude. Women are also opting out of cybersecurity in mid-career and not for the reasons you might think.
“Solving the CyberSecurity Talent Crisis” conversation is a collaboration of Karen Worstell, CEO of W Risk Group and founder of MOJO Maker for Women in Tech and Elaine Marino, CEO of Equili and founder of LadyCoders, brings you actionable, executive level strategies that you can use to build and retain your talent in an intentional way that contributes directly to your bottom line AND advances your company capacity for innovation and increase productivity.
This effort culminates in the “Solving the CyberSecurity Talent Crisis” Seminar at the RSA® Conference 2019 in San Francisco starting on March 4, 2019.  
Over the next seven months on this site, we will be providing original research and interviews from the leadership who have solved this challenge for their organizations. These are the leaders in finding, hiring, nurturing and retaining an engaged, innovative and productive cybersecurity workforce. These insights will let you surf the talent-shortage tsunami instead of being broadsided by it.
Then, we hope you’ll join us at our event-within-an-event at the RSA Conference 2019 where you will be able to engage with the corporate leaders to hear about their tactics, learn about their results and get your questions answered on how they are overcoming the talent challenge.  Our Solving the CybeSecurity Talent Crisis is open to all pass holders.  Be sure to register for this Monday Morning event.
Start your journey to an engaged, diverse team below.

Featured Article

Over this past series of articles, we’ve been exploring the current and growing talent deficit in the cybersecurity space as more and more companies compete for the best and brightest.

At the same time, we’ve looked at the unique challenges the industry has faced to become more diverse and inclusive. This second challenge has up until recently exacerbated the first..but our view is that it can, and does, go a long way toward eliminating it, for companies that make a sincere and “all-in” commitment to their own diversity.

Many tech companies are getting the message that a diverse workforce makes good business sense. Some even embrace diversity, equity, and inclusion as simply the right thing to do.  But even those companies and “allies” who are making diverse hiring a goal, often bemoan the difficulty in finding qualified women and people from other underrepresented groups for them to recruit.

“The talent’s just not there,” they’ll say.

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