Championing Women in Cyber Security: Insights from Gil Warner, Business Development Director at NormCyber
In a recent conversation, Gil Warner, Business Development Director at NormCyber, shared with us his perspective on how we can build a more inclusive and dynamic cyber security workforce.
In Gil’s view, encouraging more women to pursue careers in cyber security is not a one-step solution; it requires thoughtful intervention at multiple stages of life and career development.
- Early exposure: Introduce cyber security concepts into school STEM curricula and highlight female role models through guest talks and interactive workshops.
- Scholarships and targeted programmes: Support initiatives that help overcome financial and confidence-related barriers, such as women-only boot camps or assistance with professional certifications.
- Mentorship and community: Establish networks where aspiring women can connect with experienced professionals in the field, helping to foster a sense of belonging and guidance.
- Showcase diverse career paths: Not all roles in cyber security are technical. Promoting opportunities in areas such as policy, compliance, awareness training, and risk management can appeal to a wider audience.
“The aim is to demystify the cyber security sector and present it as a dynamic field where women can excel, lead, and shape its future.” — Gil Warner
What do you see as the issues affecting retention of women in cyber security careers, and how would you recommend addressing them?
While attracting women to the field is essential, retaining them is equally critical. Gil identifies several interrelated factors that influence retention:
- Isolation and underrepresentation: Being one of the few women within a team can result in feelings of exclusion or a lack of support.
- Unclear progression: Women may encounter obstacles to advancing into leadership roles, often due to unconscious bias or a lack of mentorship and sponsorship.
- Cultural friction: Workplace cultures that are excessively hierarchical, overly competitive, or unsupportive of work-life balance often contribute to women leaving the profession.
To address these issues, Gil recommends:
- Creating inclusive cultures where diverse contributions are recognized and microaggressions are actively challenged.
- Implementing mentorship and sponsorship programmes that support women’s growth and elevate them into leadership roles.
- Ensuring flexibility in working arrangements, especially for those balancing caregiving responsibilities.
- Tracking and reporting diversity data to hold organisations accountable for real progress in equity and inclusion.
How do you show up as an ally, or do you have any advice for being an ally to women in cyber security?
Allyship is about action and accountability, not just good intentions. Gil outlines several ways to be an effective ally:
- Listen and learn: Seek to understand the unique challenges women face and believe their experiences without defensiveness.
- Speak up: Challenge exclusionary behaviour, amplify women’s voices in meetings, and ensure their ideas are properly credited.
- Advocate actively: Recommend female colleagues for high-visibility projects, promotions, or conference speaking slots.
- Mentor and sponsor: Help women build networks, navigate career pathways, and overcome systemic barriers.
- Stay humble and consistent: Allyship is ongoing; it requires reflection, correction, and commitment.
Do you have any other comments?
Bringing more women into the field isn’t just a diversity win, it’s a strategic advantage. Organisations that embrace inclusiveness, invest in long-term career support, and commit to systemic change will not only attract top talent, but will also be better prepared to tackle the evolving challenges of the digital age.
“Bringing more women into the field isn’t just a diversity win—it’s a strategic advantage.” — Gil Warner
Contact