1. Fixing pay inequity

The gender pay gap is certainly not something exclusive to the cybersecurity industry. However, it is one of the worst offenders. When asked about their previous year’s salary, 17% of women in cybersecurity said they earned between $50,000 and $99,999 per year, a full 12 percentage points less than men. Given an already saturated job market, women are unlikely to take jobs in an industry where they know they will be paid a fraction of what their male colleagues make.

Pay inequality cannot be fixed overnight. However, the long-term rewards cannot be overstated 17% of women in cybersecurity said they earned between $50,000 and $99,999 per year. Organizations that eradicate pay disparities can attract and retain more employees, unlock the numerous benefits of having a diverse workforce, and improve team morale.

2. Eradicate imposter syndrome

Many people are under the false impression that they cannot pursue a career in cybersecurity because they need years of experience or a highly technical background. On the contrary, this industry has opportunities for nearly everyone. Advanced training classes, immersive bootcamps and certifications can help candidates quickly gain the necessary technical skills they need for any role.

Employers and hiring managers need to understand this and extend opportunities to those from diverse backgrounds who may not have had the traditional cybersecurity career trajectory. Cybersecurity job descriptions often require college degrees, multiple certifications and years and years of experience in a variety of security disciplines. Many candidates who would be assets to organizations don’t apply because they assume that they are not qualified. Diverse and inclusive teams are the driving force behind successful companies. People of different genders, backgrounds, educational experiences and skills bring a wealth of creativity and new ideas to the table that are often much more important than any formal degree.

3. Make training more accessible

A 2020 Future of Jobs Report by the World Economic Forum found that by 2025 50% of all employees will need reskilling. Organizations can tap into a much larger pool of workers if they build cyber skills internally with training, education and certification support for new and current employees. Enable new graduates, veterans, people transitioning from other careers, and those with an interest in and aptitude for cybersecurity to learn and grow. Reskilling employees who wish to switch careers through bootcamps, seminars, internships and on-the-job training is also a great way to add to the talent pool.