Inclusivity: the secret weapon in cybersecurity success

In the face of a growing talent gap, diversity, equity, and inclusion (DEI) in cybersecurity have become focal points in 2023. However, according to industry insiders, the emphasis on diversity extends beyond simply meeting staffing quotas or creating an equitable work environment. Those advocating for DEI in cybersecurity argue that diverse backgrounds and thinking patterns are crucial for developing innovative approaches to security challenges. Deidre Diamond, CEO of CyberSN, suggests that our adversaries are diverse, thus necessitating diversity within our own ranks to ensure business protection. Effective diversity initiatives, she argues, require active investment in and development of people, particularly minorities.

The importance of language and recognition in DEI initiatives

As organizations develop diversity initiatives for their cybersecurity workforce, they must navigate a complex path. Good intentions can inadvertently lead to DEI failures if organizations overlook the impact of their language and recognition strategies. Christy Wyatt, CEO of Absolute Software, cautions that the language chosen and the way rewards are given can inadvertently alienate the individuals organizations are trying to attract. The danger lies in unintentionally focusing too much on diversity quotas and demographics, rather than recognizing skills, talents, and contributions. Failing to engage and develop new hires once they've joined can also lead to dissatisfaction, reducing them to mere statistics in a diversity report.

Prioritizing inclusion and effective communication

The need for thoughtful internal engagement and communication is vital for maintaining diversity in the workplace. Larry Whiteside Jr., co-founder of Cybersity, highlights the need to create an environment where everyone feels heard and valued. If diverse hires do not feel included, they may decide to leave. It's crucial for organizations to consciously and purposefully communicate and work with all members of their workforce, ensuring their voices are heard.

Inclusion as a driver for performance and success

Drawing from her experiences as a female technology leader, Wyatt emphasizes that inclusion should be the method, not the goal. She suggests that successful teams should be recognized and rewarded for their performance and contribution to the business, rather than their demographic identity. Wyatt has promoted this culture of inclusivity at Absolute Software, incentivizing teamwork and performance through equal pay for equal roles, and bonus structures tied to team performance. She further advocates for celebrating the achievements and credentials of diverse employees, focusing on their substantial contributions rather than their demographic backgrounds. This, she believes, sets a positive tone, fostering an inclusive environment and retaining diverse talent.