In the cybersecurity industry, where innovation and adaptability are essential, we understand the crucial role of diversity and inclusion in shaping a resilient and forward-thinking sector. As we begin a transformative journey to prioritise this aspect of our organisational culture, we recognise the challenges faced in the broader market. We extend our mandate to our clients, acknowledging that a more diverse workforce provides unparalleled opportunities for their business growth and market advancement.
We genuinely appreciate the amazing contribution of our female employees and colleagues. We recognise they bring unique strengths, ideas, and perspectives that foster a diverse and inclusive work environment. Their resilience, determination, and sheer brilliance are nothing short of admirable and inspiring. This International Women's Day, we would like to take this opportunity to express our heartfelt appreciation and applaud their invaluable contributions whilst declaring our mandate for positive change in our industry.
We asked all our UK and SA office colleagues to share their thoughts on "How International Women's Day inspires them." We were thrilled to receive an overwhelming response and are excited to share their inspiring stories with you at the end of this blog.
The theme for the International Women's Day 2024 campaign is 'Inspire Inclusion'. This campaign aims to inspire people worldwide to value and understand the importance of women's inclusion in all areas of life. When women are included, they feel a sense of belonging, relevance, and empowerment, which is vital for building a better world.
The Current Landscape:
The cybersecurity sector is confronted with a significant talent shortage, as exemplified by the 2022 (ISC) Cybersecurity Workforce Study, which revealed a global deficit of 3.4 million skilled professionals. We acknowledge the urgency of bridging this gap, creating a more inclusive industry that reflects the diversity of the world we serve. And changing it starts with us.
Finding the right talent can be daunting in cybersecurity. Unfortunately, women often face barriers to entry into the field, leading to a significant lack of representation. Addressing this issue is a priority for us, and we are dedicated to finding innovative solutions that help us attract and retain a diverse group of talented individuals.
Our Mandate for Positive Change:
Our Mandate for Clients
We invite all our clients to join us in advocating for diversity and inclusion in the workplace. By partnering with a diverse and inclusive workforce, our clients can benefit from a pool of talented professionals who bring different perspectives and insights. This diversity can lead to innovative solutions, increased creativity, and a better understanding of the complex challenges that arise in the cybersecurity landscape.
We are committed to promoting diversity and inclusion. We can all contribute to a more resilient, innovative, and prosperous future by championing these principles within our organisation and among our clients. Let us work together to lead the charge towards a cybersecurity community where every individual's unique strengths help propel the industry to new heights.
To give you an idea of a practical plan on how to #inspireinclusion at your company, we've pulled together a high-level plan on how and when to implement the changes realistically. Starting somewhere is the most crucial step.
Month 1-3: Initial Assessment and Planning
Diversity and Inclusion Audit
- Conduct a comprehensive audit to understand the organisation's current state of diversity and inclusion.
- Gather data on demographics, employee experiences, and existing policies.
Leadership Commitment
- Secure commitment from leadership to prioritise diversity and inclusion.
- Initiate discussions on the importance of creating a more inclusive culture.
Formation of Task Force
- Establish a task force or committee responsible for driving diversity and inclusion initiatives.
- Include representatives from various levels and departments.
Month 4-6: Policy Development and Training Implementation
Policy Development
- Develop and update policies based on the audit findings.
- Clearly define zero-tolerance policies for discrimination and harassment.
Training Implementation
- Roll out diversity and inclusion training for all employees, emphasising leadership participation.
- Include modules on unconscious bias, microaggressions, and inclusive communication.
Transparent Reporting Procedures
- Introduce transparent and confidential reporting procedures.
- Ensure employees are aware of the available reporting mechanisms.
Month 7-9: Flexible Work Policies and Mentorship Programs
Flexible Work Policies
- Implement flexible work policies that accommodate diverse needs.
- Communicate the availability of flexible work options to all employees.
Mentorship Program Launch
- Launch a mentorship program that connects experienced professionals with women in the organisation.
- Encourage participation from both mentors and mentees.
Month 10-12: Inclusive Language and Communication, ERG Formation
Inclusive Language Campaign
- Launch an inclusive language campaign in all internal communications.
- Encourage respectful and inclusive communication among team members
Employee Resource Group Formation
- Establish an employee resource group (ERG) focused on diversity and inclusion.
- Encourage participation from women and other underrepresented groups.
Year 2: Continuous Improvement and Recognition
Regular Inclusion Surveys
- Conduct the first of many regular inclusion surveys to gather feedback.
- Use survey results to identify areas for improvement.
Recognition Programs
- Implement recognition programs to celebrate the achievements of women in the organisation.
- Introduce regular internal communications highlighting diverse accomplishments.
Ongoing: Continuous Monitoring and Adaptation
Continuous Improvement
- Regularly review policies and initiatives based on feedback and changing organisational needs.
- Make adjustments to ensure ongoing progress.
Collaboration with External Organisations
- Connect with external organisations, such as WiCyS, for ongoing learning and collaboration.
- Attend relevant industry events to stay informed about best practices.
Leadership Development
- Invest in leadership development programs to foster inclusive leadership practices.
- Provide ongoing training for leaders on diversity and inclusion.
Remember that this timeline is a general guideline, and adjustments may be necessary based on the organisation's specific context, feedback, and the pace at which employees adapt to the changes. The key is to foster a continuous improvement mindset and a commitment to creating a workplace culture that is inclusive and respectful for everyone.
Messages from the Conosco Team
Below is a slide show of just some of the messages from our team, we hope these #inspireinclusion for your business!