Diversity and inclusion in cybersecurity are widely discussed, but the real challenge is turning those conversations into action. As the industry continues to grow, many professionals believe that building a stronger cyber workforce means making room for different perspectives, experiences, and career paths.
To explore what real change can look like, The Cyber Express asked women working across the cybersecurity community one simple question:
What is one practical step cybersecurity professionals can take to actively support diversity and inclusion in the industry?
Their responses reflect personal experiences, industry observations, and practical ideas on how the cybersecurity community can move toward a more diversity and inclusion in cybersecurity in future.
Here’s what they had to say.
Diversity and Inclusion in Cybersecurity : Voices of Women in Cybersecurity
Carmen Marsh
President & CEO at United Cybersecurity Alliance (Europe, US, Middle East & Japan)
Join communities that are intentionally building inclusion into the fabric of cybersecurity, not as a checkbox, but as a strategic imperative. Organizations like Women in CyberSecurity (WiCyS), Women4Cyber, Cyversity, and similar global networks are not just groups, they are ecosystems of perspective.
When you immerse yourself in these spaces, you do not just learn how to be an ally. You begin to understand the structural barriers, the invisible biases, and the untapped brilliance that diverse talent brings to our field.
In cybersecurity, homogeneity is a risk. Diverse thinking is resilience. Supporting inclusion is not charity. It is threat modeling for the future. If we want to defend a world that is diverse, interconnected, and complex, our teams must reflect that same complexity.
Lisa Fitzgerald
Partner, Norton Rose Fulbright
One practical step to support diversity and inclusion in the cyber security industry is employing those who are career-pivoting. Employment opportunities follow the economy, and the economy has never seen more cyber businesses and more demand for cybersecurity professionals.
A talent pool full of enthusiastic minds and adjacent skill sets can and should be captured when it comes to shortlisting job applicants. There is also increasing demand for onshore talent given data sovereignty concerns – and so a wider pool of homegrown talent is a natural corollary.
Hannah Suarez
CISO, Loyalty Status Co
As a career changer, networking and talking to people in the industry has been the most helpful. I’ve also been a recipient of student scholarships, and therefore supporting entrants is a great way to support diversity and inclusion and lower the barriers to enter the industry. This is why I have been a contributor in various scholarships via ISC2 Center for Cyber Safety and Education.
Dr Sheeba Armoogum
Associate Professor in Cybersecurity, University of Mauritius
I believe we must move from conversation to action. One practical step is to consciously include diverse professionals in real projects, research collaborations, and leadership discussions. Inclusion truly matters when opportunities and visibility are intentionally shared.
Sofia Scozzari
CEO & Founder, Hackmanac
In the cybersecurity industry, opportunities often circulate in small, trusted circles. While this dynamic may favor well-known talents, it does not promote inclusion, as women tend to be more reserved than their male counterparts. In addition to strong mentorship programs, especially for female students choosing their academic and professional paths, we need to place greater emphasis on sponsorship to actively advocating for lesser-known but equally talented professionals.
This approach can help to improve diversity, especially in male-dominated panels, and encourage female professionals to make themselves visible, contributing publicly and participating in strategic conversations.
Finally, it’s important to remember that cybersecurity has no gender, and diversity, especially when it leads to thinking outside the box, can only enrich the sector.
Bonnie Butlin
Co-Founder and Executive Director, Security Partners’ Forum
I would recommend not over-focussing on very specialized cybersecurity expertise, to the exclusion of other perspectives, insights, knowledge and talent from wider society – especially as our economies are being re-ordered.
This broader contribution of different experiences and viewpoints, and cultural context beyond that of cybersecurity or even security, can add balance and robustness to what specialized experts alone can bring to the work. Our societies are increasingly being shaped by emerging technology and AI, while threats are becoming more formidable and ubiquitous – a whole of society approach is beneficial.
Dr. Priyanka Sunder
CHRIO and Co-founder Secure Mojo
Managers, Head of departments and HR must resolve gender bias, acknowledge burnout and support recovery and return to work for women on career break and give due credit and merit-based salary increments for breakthroughs and innovations by women.
History is full of stories of brilliant women who have been scientists, entrepreneurs, engineers, doctors and social activists challenging the status-quo and making path-breaking innovations, many who received little to no credit for their pioneering efforts while they were alive and contributing.
We as a society have not changed this deep-seated belief of gender bias even after centuries; so as a collective conscience it is imperative we acknowledge, support and actively collaborate to bring true value by harnessing the strength of women professionals, academicians and leaders in solving legacy challenges and spark innovative solution designs jointly.
Bree Kagwe
Ethical Hacker | Simplifying Cybersecurity For Women In Offensive Security
Prioritize active mentorship. By building communities and supporting the growth of others, we create a space where people feel seen and heard. This representation gives others the confidence to join and lead in the industry.
Sabitha Sriram
Security and Risk Consultant
Engage with students in school and colleges, emphasis is on weaker sections of society and people of diverse orientation. Can the third gender or a person with special needs be included?. I think we need to increase the people interested in the field, by creating awareness about prospects after study. Hackathons help a lot and conferences.
