Only 17% of respondents to the ISC2 Cybersecurity Workforce Study were women, indicating a persistent struggle for workplaces to attract and retain women in this industry. Despite this, there are positive trends emerging, with younger women finding their way into cybersecurity careers. ISC2’s report provides a comprehensive overview of the state of women in the cybersecurity workforce, along with strategies to attract and retain diverse talent.
ISC2 conducted a survey of 14,865 cybersecurity practitioners across various regions, including North America, Europe, Asia, Latin America, the Middle East, and Africa, between April and May 2023. The data collection was done in collaboration with Forrester Research, Inc.
On Average, Women Make Up About One Quarter of the Cybersecurity Field
On average, women represent approximately 20% to 25% of the workforce in cybersecurity, with a projected increase to 35% by 2031. In terms of team composition, around 23% of security teams include women. Interestingly, women tend to report higher percentages of other women on their teams compared to men. This suggests a tendency for women to work in organizations with a higher female representation.
Cloud services, automotive, and construction sectors show the highest percentage of women on their teams at 28%, while sectors like the military and utilities have the lowest representation at 20%.
Cybersecurity Salaries Show Gender Discrepancies
There is a slight disparity in cybersecurity salaries between men and women, with men earning slightly more on average. In the U.S., the average cybersecurity salary is $148,035 for men and $141,066 for women, while globally, it is $115,003 for men and $109,609 for women. For people of color, the average salaries in the U.S. are $143,610 for men and $135,630 for women.
Women in Cybersecurity May Face Discrimination or Struggle with Authenticity
29% of women surveyed reported experiencing discrimination at work, compared to 19% of men. Additionally, 36% of women felt they could not be their authentic selves at work, in contrast to 29% of men. The experience of discrimination varied across countries, with women of Black or African descent in Canada, the U.K., and Ireland facing the most discrimination overall.
Why Women Get Into Cybersecurity and What That Means for Recruitment
Both women and men enter cybersecurity for similar reasons, such as career advancement opportunities, problem-solving abilities, and the high demand for cybersecurity skills. However, there are some differences in motivations, with women showing a slightly higher interest in working in a continually evolving field and finding personal satisfaction. Despite these differences, both groups report high job satisfaction in cybersecurity roles.
Women also report fewer staffing shortages in cybersecurity compared to men, indicating that organizations successfully attracting diverse candidates tend to address staffing issues more effectively.
Fostering an Inclusive Culture Benefits Businesses
Creating a more inclusive environment in cybersecurity can help address the staffing shortages in the field. ISC2 recommends specific strategies for organizations to increase the number of women in cybersecurity and enhance job satisfaction for women already in the industry. These include developing cybersecurity programs for early education, setting hiring metrics for women, ensuring pay equity, supporting career advancement goals, and focusing on inclusion and diversity.
According to Clar Rosso, CEO of ISC2, organizations that prioritize inclusion bring a diverse set of skills and perspectives to the table, enabling them to tackle challenges and seize opportunities effectively in the cybersecurity landscape.
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