More Than a Pipeline Problem: Addressing the Real Challenges Women Face in Cyber Security

Cyber security is a dynamic and rapidly evolving field, yet it continues to struggle with gender diversity. While efforts to attract more women into the industry are growing, the challenges they face—both entering and staying in the field—are complex and deeply rooted. In this blog post, we explore insights from three accomplished professionals—Rebecca Taylor, Amelia Hewitt, and Sidra Mobeen—who share their perspectives on the challenges women face in cyber security, retention issues, and the unique strengths women bring to the field.

Barriers to Entry: What’s Holding Women Back?

Do you have any ideas or recommendations on encouraging women to pursue a cybersecurity career, or what do you think are barriers to entry?  

Rebecca Taylor
Threat Intelligence Knowledge Manager & Researcher

“Encouraging more women to pursue careers in cyber security begins with addressing the stereotypes that suggest technical roles are predominantly for men. We need to start this conversation early, in schools, by showcasing female role models in technology and promoting science, technology, engineering, and mathematics (STEM) subjects to young girls. Mentorship programmes can also play a crucial role; connecting aspiring cyber security professionals with experienced women in the field can provide invaluable insights and encouragement.

“However, barriers such as gender bias, lack of awareness, and limited access to networking opportunities often hinder women’s entry into cyber security. To overcome these, companies need to foster inclusive recruitment practices and provide targeted support and resources to women.”

Amelia Hewitt
CNI Cyber Advisory | Founder, CybAid

“The biggest barrier I see is perception. Cyber still often seems like a dark room full of hoodie-wearing hackers when actually, it’s a wonderfully wide field with space for creative thinkers, communicators and collaborators, not just coders.

We need to showcase role models who break the stereotype and highlight how cyber impacts the real world in meaningful ways. Outreach should start early and be honest about what cyber security work really looks like, because it’s not all firewalls and phishing emails.

Sidra Mobeen
Global Cybersecurity Manager | IAM & Risk Strategist

“Barriers I’ve observed include:

• Imposter syndrome
• Perception Gap: Many believe cyber is only for coders or hackers, overlooking governance, risk, privacy, and awareness roles.
• Lack of Representation: Few visible role models make it harder to envision belonging in the field.
• Gatekeeping Culture: Rigid certification or experience expectations can be exclusionary.

“What helps:

• Early Exposure: Engage schools with panels, competitions (like Capture the Flag), and stories from diverse professionals.
• Reframe Narratives: Cybersecurity is human-centric – It’s about problem-solving, ethics, and communication.
• Create Pathways: Launch scholarships, apprenticeships, and returnships for women entering or re-entering the field.”

Retention: Why Do Women Leave Cyber Security?

Do you have any ideas or recommendations on encouraging women to pursue a cyber security career, or what do you think are barriers to entry?  

Rebecca Taylor

“One of the significant issues affecting the retention of women in cyber security is the lack of supportive work environments. This includes everything from a gender pay gap to inflexible work arrangements that impact those with caregiving responsibilities. Furthermore, unconscious bias and a lack of career progression opportunities can lead to frustration and eventual departure from the field.

“To address these issues, companies should create a culture of inclusion by implementing policies that support work-life balance and conducting regular salary audits to ensure pay equity. Establishing clear pathways for career development and offering leadership training specifically targeted at women can also help retain talented professionals. Ultimately, fostering a culture where everyone feels valued and supported is key to keeping women in cyber security.”

Amelia Hewitt

“Retention often comes down to culture. It’s one thing to bring women in and another to make them feel they truly belong. When environments are overly competitive or dismissive of different communication styles or work-life balance needs, people leave. Support networks, flexible working options, visible pathways for progression and zero tolerance for bias or harassment are all essential. It’s not enough to say the culture is inclusive – it needs to be felt.”

Sidra Mobeen

“Retention challenges:

• Isolation: Being the only woman on a team can lead to burnout.
• Bias in Advancement: Women are often passed over for leadership despite being qualified. Or assuming women prefer soft roles over technical ones.
• Toxic Culture: Rigid environments, “bro culture”, or lack of flexibility drive women away.

“Recommended solutions:

• Build Communities: Support women-in-cyber networks and ERGs to offer peer support.
• Close the Pay Gap: Use transparent, standardised promotion criteria to reduce bias.
• Flexible Work Models: Results-focused and remote-friendly policies help retain caregivers.
• Zero-Tolerance Policies: Enforce meaningful consequences for harassment or discrimination and protect those who speak up.”

Unique Strengths Women Bring to Cyber Security

Women bring a wealth of unique skills and perspectives to cybersecurity. As one contributor noted:

“One big strength is approaching problems from a different angle. Cybersecurity isn’t just technical; it’s about people, patterns, and thinking laterally. I’ve seen women bring sharp intuition, attention to detail, and an ability to communicate risks in ways that truly land with people. That kind of clarity is underrated but hugely valuable.”

Additional Comments

Amelia Hewitt

“Diversity of thought is a superpower in cyber security. Attackers don’t all think the same way, so why should defenders? Welcoming neurodiverse individuals, people of colour, LGBTQ+ professionals and those from non-traditional backgrounds is not just the right thing to do, it’s smart risk management. But inclusion isn’t passive. Organisations need to be deliberate about inviting in that difference, adapting where needed and making sure everyone has what they need to contribute fully.”

Sidra Mobeen

“Allyship must go beyond intent to action.

• Intersectionality Matters: Women of colour, LGBT+ community and those with neurodiversity and disabilities face compounded challenges. Representation and inclusion efforts must reflect this.
• Use Metrics: Track and share data on hiring, promotion, and attrition to stay accountable.
• Men’s Role: Male allies should challenge sexist norms and share domestic responsibilities to help level the playing field.

“Diversity is a cyber security imperative. Diverse teams detect risks faster, innovate better, and better reflect the people we protect. It’s time for organisations to move from performative allyship to real, systemic change.”

From Performative to Transformative

The valuable responses above support the need for the conversation around women in cyber security to move beyond pipeline problems to systemic change. Representation, inclusion, and equity are not just moral imperatives; they are strategic advantages.

Diverse teams are more innovative, better at detecting risks, and more reflective of the communities they serve. It’s time for the industry to not only invite women in but to ensure they thrive.