Gender diversity in the cybersecurity industry is a key issue as we seek to create a larger, more representative, balanced and welcoming industry for all. As the (ISC)2 2019 Cybersecurity Workforce Study revealed, a global shortage of more than four million trained cybersecurity professionals exists, and women represent just 30% of the current workforce, meaning recruitment and advancement of women is a strategic imperative to limiting, if not closing, the gap. A separate report by (ISC)2 published earlier this year highlighted the surge of women into senior roles, but confirmed that there remains much more work to do to both in achieving true diversity in the sector and in making a career in cybersecurity equally appealing for men and women

As organizations struggle to staff their cybersecurity teams, new (ISC)2 research reveals they also may be suffering from an imbalance in the distribution of team member roles. Positions that currently appear overstaffed include compliance, forensics and operational technology security while jobs in security operations, security administration and risk management seem to be understaffed. This creates a need for CISOs and cybersecurity managers to take a close look at their teams and figure out what adjustments to make. Keeping too many people in certain roles while understaffing other positions potentially makes it harder for an organization to build and maintain effective defenses against cyber attacks. Such an imbalance, in addition to a worldwide skills shortage of about 4 million cybersecurity professionals,

As organizations struggle to fill cybersecurity vacancies due to a worldwide shortage of 4 million professionals, they should consider implementing strategies to attract qualified candidates and prevent experienced staff from leaving. The (ISC)2 Cybersecurity Workforce Study 2019 lays out four strategies organizations should consider: Address cybersecurity team members’ needs with training and career development opportunities. Properly set internal expectations about applicant qualifications to widen the search for candidates as much as possible. Target recent college graduates and workers with degrees relevant to cybersecurity. Grow your cybersecurity team from within with further development and cross-training opportunities. All of these strategies are based on two primary themes – set reasonable expectations and be open-minded about who qualifies for cybersecurity positions. In many

The (ISC)² Chapter Recognition Awards are presented to official regional chapters of (ISC)² that best promote the vision of (ISC)² by inspiring a safe and secure cyber world. The chapters demonstrate a well-rounded offering of activities and services designed to benefit members and affiliates, while making a significant contribution to the profession and their local community through the core focus areas of the (ISC)² Chapter Program of Connect, Educate, Inspire and Secure. (ISC)² chapters self-nominated by completing a questionnaire on their accomplishments. Members of the newly formed Chapter Advisory Committee reviewed and scored the entries, and the top-rated chapter in each region is being recognized. The 2019 (ISC)² Chapter Recognition Awards winners are: APAC (Asia-Pacific) – Singapore Chapter LATAM (Latin America) –

On November 1, 2019 CNBC’s Nightly Business Report featured the growing need for qualified cybersecurity workers in their “Help Wanted” segment. The (ISC)2 Cybersecurity Workforce Study, 2019 served as the foundation of this story, which pointed to the newly reported shortage of 4 million trained cybersecurity professionals worldwide. Cybersecurity analyst Mandi Ingersoll of TDI Security, a cybersecurity firm in Washington, D.C., began her career in cybersecurity in the U.S. Navy. She chose to stay in the field after retiring from military service. “It’s interesting because it’s always something new.” TDI’s CEO, Paul Innella, CISSP-ISSMP says the firm has had trouble hiring qualified workers. TDI offers competitive pay, stipends for certification training, benefits and bonuses, but the competition for talent is