In a challenging time for diversity, equity, and inclusion (DEI) programs in the workplace, organizations are facing a reduction in support for dedicated DEI roles and initiatives. According to Forrester Research, the percentage of companies with a DEI function and endorsed strategy is expected to decrease to 20% in 2024 from 27% in 2023. Despite this trend, some organizations still recognize the importance of diversity, equity, and inclusion in identifying, developing, and retaining talent.
The cybersecurity industry is feeling the impact of a global talent shortage, with over four million unfilled cybersecurity jobs at the end of 2023. While generative AI is making current cybersecurity analysts more efficient, it is also enabling criminals to create more advanced threats faster, increasing the workload for security teams.
To address the challenge of filling cybersecurity roles, organizations need to tap into potential talent among traditionally underrepresented groups. By maintaining or initiating DEI initiatives, companies can gain two advantages in the search for cybersecurity talent: connecting with groups ready to train for these roles and adapting company culture to retain and develop new hires.
According to data analysis by ICS2, the world needs almost twice as many cybersecurity professionals as it currently has to operate at full capacity. Staffing shortages are putting employers at moderate or extreme risk of attacks, highlighting the urgency of filling open cybersecurity roles.
To reduce burnout among overworked cybersecurity professionals and mitigate attrition rates, hiring more qualified individuals is crucial. Organizations must also focus on diversifying their talent pool by recruiting women, military veterans, neurodivergent individuals, people with disabilities, and career changers seeking entry-level cybersecurity positions.
Implementing a more inclusive approach to cybersecurity hiring and development involves committing to a diverse and equitable culture, reevaluating hiring criteria, and leveraging existing talent within the organization. By expanding the talent pipeline through partnerships with educational institutions, reskilling programs, and veteran job-training groups, companies can fill open cybersecurity roles, enhance security team retention, and stay competitive in the evolving landscape of cybersecurity.