Recruitment, retention and representation of women in cyber security is a topic that resonates deeply with many participants of the Empowering Women to Lead in Cyber Security programme. For many of us, our motivation to join this initiative stems from first hand awareness of the challenges women face in the industry. We are committed to being part of the solution, serving as role models, driving meaningful change, and inspiring others to follow.
As part of this programme, Team Do Beta was tasked with delivering a presentation that explores the barriers to attracting and retaining female talent in the cyber security sector. Our approach combined research from industry white papers, survey data, and insights drawn from our own professional experiences. The aim was to offer a well-rounded understanding of the current landscape and to recommend practical strategies for improvement.
The Global Cybersecurity Forum emphasises that increasing the representation of women in cyber security is vital to expanding the sector’s capabilities, enhancing business performance, and fostering innovation through diversity of thought. Despite growing awareness, the statistics remain stark: according to ISC², women make up just 22% of the global cyber security workforce, and only 17.9% in the UK, highlighting a more acute issue close to home.
Barriers to participation exist across the entire female lifecycle, from early education through to senior leadership. These challenges begin with cultural gender roles and historic domestic expectations where women were expected to focus on homes and families, translating to a lack of role models, through to a lack of encouragement for girls to pursue STEM subjects, exclusion from professional societies, and extend to insufficient support during key life stages such as maternity, caregiving, and menopause.
One of the most significant issues is the scarcity of visible female role models, mentors, and sponsors in cyber security. Without these figures, young women may be unaware of the opportunities the field offers or may feel discouraged by its male-dominated image. The perception of cyber security as a highly technical field can also be off-putting to non-technical candidates, especially when many entry-level roles demand advanced technical skills. Discrimination in recruitment, particularly toward women of childbearing age, also persists, with some employers viewing this demographic as a financial and logistical burden.
Workplace structures often fail to support women with caregiving responsibilities or those seeking flexibility due to personal circumstances. Many roles are site-based, involve long hours, or operate on inflexible shift patterns, all of which create additional barriers for women trying to re-enter or remain in the workforce.
To help address these challenges, Team Do Beta has proposed several initiatives aimed at transforming the landscape for women in cyber security. Many women in the field are eager to lift others as they climb, and social media platforms like LinkedIn can be powerful tools for sharing opportunities, raising awareness of entry routes, and promoting mentoring and sponsorship schemes. Outreach to schools and colleges—especially during careers weeks—can also help inspire future talent and encourage young women to consider STEM careers.
Some organisations are making commendable strides by using targeted recruitment strategies, such as engaging talent acquisition specialists to actively seek out female candidates. Additionally, fostering an inclusive culture supported by flexible working policies, empathy-driven leadership, and access to comprehensive physical and mental healthcare can significantly improve retention and enable women to thrive.
Notably, while approximately 50% of women in cyber security occupy senior leadership or C-suite positions, they often reach these roles after an average of 13 years in the industry—many following a career change. This highlights the importance of long-term support and development. Encouragingly, 36% of organisations now offer mentorship programmes to support women in mapping out their career trajectories and achieving their professional goals.
Courses like Empowering Women to Lead in Cyber Security play a vital role in equipping women with the skills, confidence, and networks they need to succeed. These programmes not only develop future leaders but also build a strong, supportive community that is committed to raising awareness and shaping a more diverse and resilient cyber security industry for the generations to come.
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