Why Cybersecurity Depends on Diversity & Inclusion

It’s as serendipitous as it seems designed that there are two important worldwide recognitions in the same month: Global Diversity and Cybersecurity Awareness, both of which are recognized in October. The intersection of diversity & inclusion and cybersecurity is a powerful reminder that diversity fuels innovation. The more varied the experiences and thinking of its people, the better the outcomes.

We know instinctively that diversity and inclusion (D&I) matters. It offers advantageous returns by boosting innovation, creating a happier employee culture and offering financial rewards. Diverse companies are more likely to have higher profitability. Likewise, gender-diverse organizations are 45% more likely to improve market share and achieve 53% higher returns. Among ethnically and racially diverse cybersecurity professionals who also identify as “people of color,” optimism is strong and job satisfaction is high, despite the unique obstacles they face.

Most executives will say that there’s no greater asset than a diverse workforce, especially when it reflects their customers. Cybersecurity draws from a diverse set of people from different fields, industries, geographies and ethnicities. As I look at the security business, it’s clear our team comes from all walks of life and corners of the globe. It’s our diversity that keeps us connected to our customers’ needs

While there has been progress, a lack of diversity industry-wide persists. And it’s not good for anyone. There are people who eagerly want to join the cybersecurity industry but have not found their way in–those with relevant education and experience but whose talents are undervalued. And the industry at large can be a change agent. The cybersecurity industry depends on diverse talent and their unique approach to problems.

Multifarity among Malicious Thinkers

Cybercriminals are our biggest competition. They are organized, motivated, sophisticated, shrewd, well-funded and resourceful. They have an extensive array of skills. And while they may have a one-track mind, attackers are often part of a complex and diverse web of accomplished hackers. Lone rangers they are not. In fact, in an assessment of last year’s SolarWinds attack, at least 1000 engineers were involved in creating the attack. That’s a lot of aligned malicious minds.

Our best chance in defending against cyberterrorists depends on how well we understand their psychology and behaviors. Attackers come from all backgrounds and work in a borderless environment. So, it behooves our team to be as diverse to drive creative thinking and innovation and combat their hostile efforts. A cybersecurity team embodying individuals with varying experiences offers a fresh outlook and perspective. And our collective differences make us smarter, by fusing our cumulative knowledge when tackling security challenges.

The diversity of our team better positions us to think like the attackers. It can improve how we consider how attackers look at their opportunity, and how we contemplate their various assumptions. It can give us a clearer ability to envision approaches attackers are utilizing, while also predicting their behavior patterns. Diversity is powerful in how it helps us develop solutions to adequately defend against attacks.

Value in the (Un)like-Minded

Part of a diverse team’s composition is their educational and experiential paths into cybersecurity. Not all cybersecurity professionals’ routes into the field are the same. Some take a road less travelled. In fact, 30% of all cybersecurity roles are filled by people with non-technical backgrounds. And there’s a cybersecurity workforce gap of 3.5 million global IT jobs unfilled, meaning the workforce needs to grow by 145% to help close that gap. That’s a lot of non-technical jobs.

Embracing talent beyond traditional cybersecurity-related experiences and education helps diversify the talent pool. It mixes things up and brings together unlike-minded cyber-sages who can add immense value. Loosening the antiquated criteria and requirements will allow teams to identify quality team members—included those who otherwise would be overlooked.  Click on Page 2 to continue reading…

Not Just One of the Guys

As a woman of color, Asian descent and a non-native English speaker, I spent much of my early career trying to be “one of the guys.” It is not something I am proud to admit, even today. Yet, it is a prominent part of my professional journey, and not a dissimilar experience to others of diverse backgrounds. In my mind, then, being one of the guys meant that I would fit in with the team. It also meant that I thought about how to not make a big deal about my identity as an Asian or woman. Of course, everyone noticed, regardless. I, too, appreciate the irony.

The realization that I was not helping pave the way for others from diverse backgrounds came as an “ah-ha” moment. Owning it made me feel more empowered. It also enabled me to be even more impactful for the organization.

Cisco’s commitment to D&I is one of the many reasons I chose to join the company. I knew that I would have the ability to positively impact opportunities for people from all walks of life. I’d like to think that my role leading the Security Business Group is helping move the needle in a positive direction. And it’s why I was so pleased to share my path with Cisco’s Women in Technology group and show others what is possible.

While there is a much more to do to ensure we have the best minds from the most diverse backgrounds, I’m committed to supporting Cisco’s D&I initiatives and creating opportunities within the Security organization.

Making Change Happen

In an industry where success is determined by your latest and greatest innovation to market, we are committed to investing in our people. Cisco prioritizes career-long professional development for those already in the field, identifying pathways into the workforce for new entrants and career advancement. And knowing that there’s a trend among various underrepresented groups–including millennials, women, and racial and ethnic minorities–who are more likely to place value on these programs, we are committed to their growth with us.

Cisco Secure’s People & Community team is implementing programs designed to address the unique challenges faced by these underrepresented groups. And we are putting our money and resources where are mouths and hearts are to encourage more inclusion and diversity. Some of our recent initiatives, include:

Rally for the Cause

As we experience the dramatic surge in cybercrime, the war for cyber talent becomes more challenging. We must be creative about building our bench strength, and that involves rallying for diverse talent with a passion for making a difference.

Together, we can increase awareness of the need for diversity in cybersecurity by tapping our networks. We can encourage diverse talent to join the industry—from high school and college students to recent graduates and professionals in adjacent fields.

If you want to leave your mark on the security industry, here is where you want to be. Please learn about our current opportunities.

Shailaja Shankar is SVP and GM of Cisco Security Business Group.

This guest blog is part of a Channel Futures sponsorship.