Magazine menu Close Magazine menu

women

Latest stories

women who shaped computing, careers, education, history Woman uses laptop on desk alongside model space rocket. Portraits of notable women hang on her wall.

We should all know about these women who shaped cybersecurity

  • min read
    • According to Cybercrime Magazine research, women held 25 percent of cybersecurity jobs globally in 2022. Surely cyber and computing careers are for everyone. So why are many women tuning out? Today's working wisdom is that diversity benefits teams, but there's slow progress in getting more women to join technology-led careers and keeping them on board. Human computers: The first data scientists The word 'computer,' coined in 1613, was first used for humans who performed computation. Many of the best were women: Nicole-Reine Etable de la Brière Lepaute helped predict Halley's Comet's return in 1758. A century later, Maria Mitchell plotted the planet Venus's motion, earning an astronomy professorship. When the US Civil War ended in 1865, war widows needed to support themselves. Women were hired as human computers. Agnes Meyer Driscoll, known as 'Madame X,' led the decoding of Japanese ciphers and manuals for the US during both world wars. Women solved the ultimate Enigma Britain's Alan Turing is famed for cracking the Nazi's 'Enigma' code during World War II, but it wasn't the work of a lone genius. Of Bletchley Park's codebreaking team, 75 percent were women. Turing's colleague Joan Clarke worked out how to speed up decoding double-encrypted messages, but unlike many of her male colleagues, her technique wasn't named after her. Clarke's job title didn't match her expertise – there was no 'senior female cryptanalyst' role, so she was given the job title 'linguist.' Painstaking calculation devalued as 'kilo-girls' The dominance of women as human computers cloaked an inconvenient truth. Their work was on average better, and they were cheaper than male counterparts. The Harvard Computers, mockingly called "Pickering's harem," supported Edward Pickering at Harvard Observatory in the 1880s, doing work men and scholars found tedious, unpaid or at a fraction of what men earned. The term 'kilo-girl' came about in the 1940s to describe complex calculations seen as 'women's work.' We measure computing power in gigabytes or terabytes, but they measured kilo-girl hours – one kilo-girl was a thousand hours of painstaking calculations. The kilo-girls work was far from trivial: In the 1950s, Gladys West's calculations for the US Naval Weapons Laboratory led to GPS's development. Computing becomes a man's world By the 1960s, human computing had given way to machines. In the 1940s programmers were mostly women, but by the end of the 1960s women made up 30 to 50 percent. Women were still paid less and few were promoted to leadership. The perception computing is for men and boys started at home. A 1984 report showed 1 in 5 girls used a computer at home, compared with 1 in 2 boys. Female computer science graduates peaked in 1984 at 37 percent, before steadily declining. Academic Wendy Hall says by the 1990s, men led professional computing and computers "were sold as toys for boys." Ten women from computer history to know Ada Lovelace invents the first algorithm Publishing the first algorithm in 1843, Ada Lovelace is said to be the world's first computer programmer. She realized Charles Babbage's Analytical Engine could do more than calculation: Combining mathematics and analysis. Ada Lovelace Day celebrates women's achievements in science, technology, engineering and maths (STEM) and encourages young women to follow her path. Hedy Lamarr averts the Cuban Missile Crisis 1940s Hollywood actress Hedy Lamarr co-invented a frequency-hopping method to control torpedoes remotely without the risk of signal tracking or jamming. Naval ships were using the technology by the 1962 Cuban Missile Crisis. It later became part of Bluetooth and Wi-Fi. Grace Hopper invents new ways to code Grace Hopper created the first compiler for a programming language. She programmed and wrote a comprehensive manual for an electro-mechanical computer based on Babbage and Lovelace's Analytical Engine, Harvard Mark I. She wasn't credited for this but is widely miscredited for coining the term 'bug' when a moth caused her computer to malfunction. She later developed computer programming language COBOL (common business-oriented language) and invented new symbolic ways to write code. Margaret Hamilton took us to the moon The 1969 moon landing wouldn't have happened without Margaret Hamilton, who programmed Apollo's flight software.It needed more 'human computing:' After Hamilton's programming, seamstresses hardwired the code by threading copper wire through magnetic rings. Elizabeth "Jake" Feinler organized the internet At Stanford University in 1969, Elizabeth "Jake" Feinler created the first internet directory, ARPANET, alongside mostly female staff. By the early 1970s, they'd put together the first WHOIS directory of web domain ownership. Feinler suggested categorizing domains by where the computer was, like .edu domains for educational institutions. Women who built new audiences for technology Organizing, building relationships and human factors – often thought of as female traits – are critical in computing projects' success and creating demand for new services. Joan Ball set up the first computer-aided dating service in 1964. In 1988, Stacy Horn started a community in New York, the East Coast Hang Out (ECHO,) where users could chat online. Game designer Brenda Laurel's research showed girls wanted to play more interactive character computer games. In the 1990s, her company Purple Moon developed a best-selling game series inspired by that research. In the 1970s, Joan Margaret Winters researched how software should consider human factors for IBM's SHARE project. When you see the iconic trash symbol on your Apple Mac, thank Susan Kare. She worked with Steve Jobs to design its original icons. Today's influencers for women in cybersecurity When young people see people who look like them succeed in a career, they're more likely to choose it. For women considering going into cybersecurity, there's no shortage of inspiration. Parisa Tabriz, the self-styled "Security Princess" (official title: Director of Engineering,) runs Google's security testing labs. Eva Galperin, Director of Cybersecurity at Electronic Freedom Foundation (EFF,) fights for digital privacy, security and civil liberties. Eva Galperin helps women secure their devices against stalkers and spying ex-partners. Rebecca Bace's threat intrusion detection work at the US National Security Agency contributed to famous hacker Kevin Mitnick's arrest. The cybersecurity community nicknamed her 'Den Mother' for her vital mentorship and advice and posthumously inducted her into the 2019 Cyber Security Hall of Fame. Dr. Anne-Marie Imafidon MBE creates skills training and certification to encourage young women to pursue cyber careers through her company Stemettes. Jane Frankland, security entrepreneur and author of InSecurity: Why a failure to attract and retain women in cybersecurity is making us all less safe, helps the C-Suite (senior management) attract and retain women in cybersecurity. Attracting and retaining more women in IT careers In the UK in 2022, just 19 percent of IT professionals were women. But in many countries, such as those in Central Asia, women make up nearly half of the IT workforce. It's the gender-equality paradox: In countries with less gender equality, educated women seek careers with more income security, while in countries with better gender equality, women avoid careers said to discriminate against women. There are green shoots of progress. Kaspersky's Women in tech report surveyed women in four global regions. Encouragingly, 57 percent say gender equality is improving in their organization. Despite this, 44 percent think male colleagues progress faster. In the report, Dr. Ronda Zelezny-Green, Co-Founder and Director of Panoply Digital, says change is slow because "too much activity around gender equality in IT focuses on one-off gimmicks and band-aid solutions that can be spotlighted in the press, instead of focusing on female employees and actions that will make a sustained difference in their professional lives." Dr. Zelezny-Green thinks we should entice more women into the industry by creating new products and services for women. Widely-reported diversity problems with Artificial intelligence (AI) could be seen as an opportunity: "There's huge potential in telling the stories of Timnit Gebreu and Joy Buolamwini, black women leading the charge for more ethical and inclusive AI design. These stories make inroads in IT and tech roles where women are currently underrepresented." In a prosperous future, we won't need to ask "Where are the women in cyber?" They're not hiding under the desk. They're making change, but in another industry. We're on the right path, but it's a long journey ahead. With more women, we can better create products that represent users and benefit from a gender-equal computing industry.
returnship programs

How return-to-work programs boost retention for women in tech

  • min read
    • Mothers returning to work after a career break to raise children face many challenges, from closed doors to employers penalizing resumé gaps to being expected to take a backward step for a more family-friendly role. Research by the Association of British Insurers in 2018 found having children leads to women earning 20 percent less than men long-term. UK charity Pregnant then Screwed's data shows around 62 percent of women returners work fewer hours, change jobs or stop working because of high childcare costs. Support in returning to work How can companies support women to thrive in the workforce while closing the gender pay gap? Harvard Business Review names "returnships," or return-to-work programs, as one of the top five ways. PWC research shows better supporting returners could raise UK women's earnings 1.1 billion British pounds (around 1.5 billion US dollars) while boosting the UK economy 1.7 billion British pounds ($2.3 billion US dollars.) Meta, formerly Facebook, launched its returnships program. People who've been away from work for two years or more and want to re-enter full time are eligible for the 16-week, immersive, paid program. If you show ability to succeed after training and mentorship, you're considered for a full-time position. Returning without starting from scratch With a nearly four-year resumé gap after having two children, IT professional Zandra Otubamowo anticipated picking up her career where she'd left it. But after a string of rejections, she had to consider starting from scratch. She says, "I had many mixed feelings, but the one that stands out was the frustration of trying to get something you know you want, but it's not coming, and you don't know what else to do." Otubamowo continues, "In that gap, it's not like I was sitting at home, just taking care of my family. I was still learning about the technical world, doing training and connecting with people. So what didn't I have? I felt like the gap was the reason." A friend told Otubamowo about Meta's Return to Work program. She applied immediately and started her role as Technical Program Manager in September 2020. Meta hopes its Return-to-Work initiative will help double female employees globally by 2026 – women are currently around 37 percent of their workforce. "The support in the program was like being put into a bubble to protect us, which you don't get when you just come in normally," Otubamowo says. "From my manager to my mentor and my buddy, there were so many people put in place for me to make sure I succeed. You're coming into a space where things are moving so quickly, but in the program, people help you move at your pace. I don't think I could have survived otherwise." "We need more women to feel comfortable coming back into the workforce and not feel like they have to take a paycut or fall behind – that you are going to be given what you deserve," says Otubamowo. Bridging the gender gap Financial services group Nomura launched its Returners Program in 2019 as part of a plan to increase numbers of women in the business. The program gives 12 weeks' induction, training and coaching to anyone who's had a career break of 18 months or more, after which candidates can apply for positions at the company. Most succeed. Nomura is aiming for 33 percent female employees and has so far reached 31 percent. They want 19 percent working at senior level and have reached 14 percent. After a seven-year career break to care for two young daughters, Rachael Grieve recalls jumping back into the job market in 2019 and finding nothing but despair. The yawning gap in her resumé left her with few opportunities that suited her experience and ideal schedule. After a failed interview for an office manager position, "I went home and burst into tears, thinking, "That's it – I'm done." It felt like all these doors were closed. I still remember that desperation and fear, especially after interviews destroy your confidence. You find yourself stuck as to where to go." Soon after, a chance conversation with a friend who still worked at her previous employer, Nomura, led to Grieve returning and setting up the company's Returners Program. Shereen Peeroo Finney, a cybersecurity architect, joined Nomura in 2019 through the program after taking two years away to reassess her career direction and retrain. "We had resumé advice, practice interviews, external mentoring and a 90-day plan. The program helps you regain confidence a lot faster," Peeroo Finney says. Securing the right support and partners for success Tackling gender inequality isn't easy, admits Grieve, now Nomura's global head of learning and development for technology. She feels strongly about leading this program, so it becomes a standard part of Nomura's diversity, equality and inclusion strategy. "Our Chief Information Officer from day one was 100 percent supportive," Grieve says. "It made a massive difference to be given the platform and sponsorship. I also made sure all senior managers understood the caliber of candidates we were getting through it." Specialist firm Inclusivity Partners helps run Nomura's returnship program and similar programs for Shell and Virgin Money. Inclusivity Partners founder Stephanie Dillon says, "If you want to make the difference for women, they need a job. They need pension contributions. They need financial independence. With return programs, you're providing a job opportunity. Now [when the candidate is] back in the market, other companies think, "that's a good candidate," rather than fixating on the career break."
engaging women

Infographic: Why women leave tech careers, and what to do about it

  • min read
    • In tech, there's much talk of what we can do to recruit more women. But we rarely talk about that even bigger problem: Once we recruit women into tech roles, they're more likely to leave the career than men. The good news is, leaders can do a lot to change that. How leaders can help more women (and men) stay engaged at work When it comes to retaining more women, the changes you make will likely benefit all staff. Work on these six areas to help keep everyone in your team engaged. 1.    Get better at onboarding Karen Holtzblatt of WITOps says, "50 percent of women are not clear about what to do to be successful. All new hires need to develop strong connections and knowledge and skill to succeed. Use our Team Onboarding Checklist to onboard right." 2.    Encourage valuing and belonging "Women need to feel belonging and value in their team," says Karen Holtzblatt. WITOps have engaging, practical activities to foster more supportive workplace behaviors. 3.    Use tools to reduce bias "Map the full employee experience and identify where bias influences career paths. Use tools and processes that mitigate human and automated biases," says Dr. Patricia Gestoso, BIOVIA's Head of Scientific Customer Support in Kaspersky's Women in Tech report 2021. 4.    Be all about mentoring Mentoring helps more women rise through the ranks, says global tech leader Margaret Dawson. Leaders should take opportunities to mentor and encourage team members to get a mentor. 5.   Take breaks and switch off 'Always on' work culture is bad for productivity and health, and affects women more because they're more likely to have care responsibilities. Lead by example: Take regular breaks, switch off after hours and encourage all in your team to do the same. 6.    Identify and challenge ways your business centers men Are employee benefits male-coded, like tickets to sporting events? Is competitiveness overly encouraged? Do after-work drinks loom large? Review benefits and offer what more women need, like flexible work and good parental leave. Infographic references 1 Accenture Resetting Tech Culture report 2021 2 Accenture Resetting Tech Culture report 2021 3 Pew Research 4 New study reveals key to the gender gap in C-suite 5 Karen Holtzblatt, WITOps 6 Kaspersky Women in Tech report 2020-21 7 WITOps onboarding research 8 WITOps onboarding checklist 9 Fostering more supportive behaviors 10 Kaspersky Women in Tech report 2020-21 11 Mentoring is hard but rewarding, and it's everyone's job 12 ACCA Global: The always-on culture is bad for productivity and health
cybersecurity diversity gap

With cybersecurity skills in short supply, why are women struggling in this career?

  • min read
    • Cybersecurity needs people badly. In the US, there is twice as many cybersecurity jobs as there are people qualified to fill them.  The number and severity of cyberattacks continue to grow, so does the skills shortage: employers won't fill an estimated 3.5 million cybersecurity positions worldwide in 2021. But with a closer look, the talent gap is unsurprising. Cyber, even more than tech more broadly, is largely a man's world. "When you leave women out of the process and conversation, you're leaving a host of incredible security solutions on the table," says Fareedah Shaheed, founder and CEO of the security and safety trainers Sekuva. "Diversity of thought is so important," says Mollie Chard, cybersecurity manager at tech consultants, Capgemini UK. "When you're problem-solving, if you've got people from minority groups present, or people from another gender, you can attack a situation from angles you might not have thought of." I interviewed five women from different backgrounds with successful careers in cybersecurity. I asked for their insights into why women are still the exception rather than the rule in this lucrative and interesting field. Women can help release the sector from the talent trap, but the industry must change. It must make meaningful, even revolutionary changes in its attitudes, culture and practices. Women excel in the skills cybersecurity says it needs In 2017, women made up only 14 percent of the US cyber workforce. Globally, the numbers are even more dismal: In Asia-Pacific, Latin America and Europe, it's 10 percent or less. Travel up the power ladder, and the disparities only grow. Only 11 percent of security managers at the US Fortune 100 companies are women, and just one percent of women in cybersecurity are in top leadership positions. Business leaders keep saying they appreciate so-called "soft skills," and cybersecurity is no different. According to PwC 2020 survey, top business and social skills that  managers want for new cybersecurity hires are analytical skills (47 percent), communication (43 percent) and critical thinking (42 percent.) Technical skills are easier to learn than soft skills, and even though studies show women are generally better at using soft skills, the shortage of people with them didn't help women in cybersecurity. Even seven years ago, a study co-sponsored by Symantec showed that women have more "desired skills" than men.  The survey  places a great emphasis on training employees in cybersecurity awareness. Why cybersecurity needs diverse perspectives While leaders consider soft skills as the most-wanted attributes in cyber hires, some girls still shy away from tech-related fields, having become persuaded that boys are better at science and math. "This perception is reinforced when women who pursue tech careers turn out to be the only one in the room," Abro says. "In almost every engineering team I've been a part of, there has been only one or two women." Many groups and educators are working to change the perception that science, technology, engineering and math (STEM) are for boys. Cybersecurity packs an added punch: The term, like the field, hails from the military. The sector is rife with borrowed military jargon and aggressive, adversarial language – potentially off-putting to many women, Abro points out. However, women in the industry claim they are  often misunderstood. "People don't know what we do," Mollie Chard says. "Most people don't even know this field exists," says Shaheed, who learned about cybersecurity careers from her father. "We don't explain cybersecurity in a way that lets people understand there's more to it than programming or even hacking." Assumptions about what's needed to get a job in the field can be intimidating, says Noureen Njoroge, cybersecurity threat intelligence engineer at Cisco Systems and president of North Carolina Women in Cybersecurity. Common misunderstandings she's heard include  that one has to have many certifications to enter the field, has to know how to code and has to have many years of experience to get a foot in the door. Chard has a Bachelor of Arts in English language and a Master's in philosophy. She doesn't know how to code. "You need a passion for technology and to understand the technology a bit," she says. But for many cyber jobs, "you don't need to be a developer. You don't need to be a coder." Education is the best way to change these misperceptions, but cybersecurity often isn't mentioned as a career choice in schools, Shaheed points out. Discrimination is a real problem While changing perceptions of the field may help close the gender gap, changing perceptions in the field could do more. Women face barriers "from recruitment to career development and performance management, culminating in their leaving the industry," Abro says. Those I interviewed cite a long list of obstacles, including inflexible long-hours culture, lack of role models and the traditional "glass ceiling" – finding they cannot progress into more senior roles in their organization. Abro tells the story of a female friend who arrived at an interview for a government cybersecurity job to find half the all-male panel had left. Her interview was a mere formality. The man who got the job was less qualified than her. Women who do get hired often find their problems are just starting. "Many leave the industry due to burnout, lack of career progression and toxic work culture," says Lisa Ventura, CEO and founder of the UK Cyber Security Association and author of Rise of the Cyber Women. "Women are still paid less and promoted less, and deal with discrimination and harassment, which leads them to pursue other career paths away from cybersecurity," she says. In a 2019 study, international cybersecurity professional membership association (ISC)2 found that globally, women in cybersecurity earn 21 percent less than male counterparts. Getting ahead can be tougher for women too, because of the lack of women in the upper echelons of cybersecurity firms. For career advancement, having a mentor is key. Many women don't even realize that they need one. For those who do, finding one can be hard. Women can be part of making change Every woman I interviewed was optimistic that more women will enter cybersecurity in future. The aforementioned (ISC) study found more millennial women entering the field and more women rising to top management positions. One reason may be more networking and educational organizations aimed at helping women. Each of my interviewees is a volunteer with a women-in-cyber organization. They all see education and mentoring as vital for improving equality in the profession. "To create change, one of the best roles we can play as women is to mentor other women and be publicly visible, so we're not hiding in the shadows," Shaheed says. Abro says, "To bring equality to the cybersecurity profession, women should not be intimidated, shouldn't shy away from assuming responsibility and should take advantage of their opportunities. "Women should network and look out for mentors who can encourage them to pursue and progress in their careers. Women should have confidence in their capabilities and get out of imposter syndrome. They should embrace learning and gaining skills without fear of failures." "Do your research," Chard advises. "Talk to people, even within your company, and find out what they do. Decide what your goals are and go for it." Chard recognizes the imposter syndrome Abro mentions too, and knows how to overcome it: "When you don't feel confident, fake it until you make it." With rising numbers of women in cybersecurity and greater awareness of the value of diversity in organizations, the future looks bright. Nevertheless, cybersecurity has a dire skills shortage today. The number of women coming into the career is still not enough, and they're not being promoted fast enough. While the industry as a whole should address the many barriers women report, such as discrimination, long-hours culture and harassment, women can also take action to give themselves the best chance to get a foot in the door and get the promotions they deserve. Invest in your skills and knowledge with education, get yourself a mentor and realize you're no imposter.
women in tech event

10 ways tech businesses can attract and retain more women

  • min read
    • Kaspersky's latest report on its survey of 13,000 women in tech in 19 countries has raised encouraging findings yet some troubling questions as it looks back on a significant year for all. While half of those surveyed felt gender would have no impact on their career, 44 percent said men progress faster than women in their organization. Six in 10 said since working from home, they'd taken on most of the housework and homeschooling responsibilities. What does this window into the worlds of women in tech mean for business? In the run-up to International Women's Day 2021, Kaspersky and Ada's List (advocates for women and non-binary people in tech,) held a webinar on the evolution of women in tech. The panel – Dr. Patricia Gestoso-Souto, Global Head of Scientific and Technical Customer Support at research software designers Biovia, Tim Campbell MBE, Co-founder and CEO of Iternal and Claire Hatcher, Global Head of Fraud Prevention at Kaspersky – shared their insights on how tech businesses can support and promote more women. 1.  Focus on the business benefits of diversity Claire Hatcher: "We need to stop thinking about this as an equality issue but as a business benefit. Studies show diversity – the intersection of background, culture and disciplines – matter. If you only hire people from the same background, gender and education level, you'll see challenges and opportunities from a silo. "I work in Fraud Prevention. Fraudsters come from all backgrounds. To find vulnerabilities, you have to think like the fraudsters." 2.  Make leaders accountable for achieving gender equality Tim Campbell: "We need to set the bar higher. Leaders need to advocate a clear pathway from education into employment. We should hold organizations with the power to recruit to account for setting challenging targets. Ask why we're not seeing a 50/50 balance in recruitment and the boardroom. Targets shouldn't just be words on a website – they should be measurable, and people shouldn't be rewarded for unless they achieve them." 3.  Inform educators about tech pathways Tim: "In their formative years, people make decisions about where they want to go in society. We need to educate the educators about options for young women. Groups like Stemettes and Ada's List help empower women and open minds." 4.  Share best practice Dr. Patricia Gestoso-Souto: "There are no magic bullets. Let's talk about the challenges and best practices. I see more progress in B2C than B2B companies. B2C can't say they don't 'see' color, age or gender in their marketing, but B2B has a 'pass' at the moment." 5.  Market your organization as an employer for all Tim: "The danger for corporates is that if we don't harness the power of diversity, others will find opportunities. People leaving college or university will think about working with a big brand. 6.  Ensure career time out doesn't affect promotion Patricia: "Employers should think about why they are rewarding employees. There should be different paths for promotions – like not penalizing people for taking time off. We need to be able to get on and off for maternity, paternity or caregiving." 7.  Use emotional intelligence and consider everyone's circumstances Claire: "Kaspersky's study showed the burden of home chores fall more to women. We need to be mindful of people's situations. We should help them exceed, considering their circumstances. We need more emotional intelligence in leadership. We need to shift how we think about work to outcomes rather than hours in front of a screen. We need to be flexible with timing: People may need to juggle homeschooling 9 to 5, but may be more productive later in the evening." 8.  Review recruitment data to find the problems Tim: "In my organization, we measure at every point in the recruitment process. We analyze how many women apply and who gets lost in the funnel. With more data, we can see where things aren't going so well or if bias is impacting recruitment." 9.  Support professional networks for women Claire: "Women may be in the minority in IT, but we must have informal networks to go to for advice. Communications within organizations can bring people together to talk. Then they can advocate for change in the organization." 10.  Be willing to change your behavior as a leader and at home Tim: "I thought I was a true advocate for women until the Me Too movement made me look at my behavior. I realized I was sometimes showing 'alpha' behavior, and I reassessed myself. There's a danger we point the finger at those affected to do the fixing. Men in leadership need to set an example. "We're good at talking about equality at work, but not always in our personal lives. During the pandemic, my wife and I sat down and distributed home responsibilities equally. Talk to your partner about achieving equality in your home."
Stemettes STEM training

Young women may be the answer to cybersecurity’s skills gap

  • min read
    • If there's a regular path into tech, Dr. Anne-Marie Imafidon MBE didn't take it. A child prodigy, she was the youngest girl ever to pass A-level (high school) computing. At 20, she graduated UK's Oxford University with a Masters in Maths and Computer Science. Anne-Marie's inspiration to turn her hand to social enterprise came from a stark realization. Attending a work conference in the US, she decided she wanted to change things for women who came after her. "It turned out to be a massive 'women in tech' conference. I had a bit of an epiphany. I'd always been a girl and had always been into tech, and had never noticed that was something strange," she explains. "So I started Stemettes as a response to that, to ensure my unborn daughters could be what they want to be, and thrive, because society depends on it." What Stemettes is changing Stemettes work across the UK, Ireland and beyond to inspire and support young women into science, technology, engineering and math (STEM) careers. It includes a content platform full of inspiration, free events and programs such as mentoring, school holiday programs and regular clubs – provided online in the age of COVID-19, in person at other times. "Our ethos across is it's always free, always fun and there's always food," Anne-Marie adds. The idea the tech industry needs more women and girls might seem a little old-hat in 2020. Much has been achieved, but women make up only 10 percent of the global cybersecurity workforce. The cybersecurity skills gap shows there's no room to let any interested young person go without the chance to get more involved. Stemettes has created cybersecurity courses and opportunities for young women where schools aren't yet catering for their interests. Along with British tech skills training provider QA, they've developed certification academies so young women between 17 and 25 can gain professional cybersecurity qualifications over half-term. The skills gap is more complex than you think Anne-Marie thinks there are a few elements to the cyber-skills gap problem across the industry. Understanding them can help inform where and how teaching skills to girls can have most impact. First, there's a lack of focus on basic digital skills across the board. Second, many more people need expert cyber-skills to build the industry and meet its demand. Third, there needs to be more focus on cybersecurity services for small- to medium-sized businesses (SMBs) using digital technologies. "There's a gap in not just cyber-awareness for SMBs, but also cybersecurity services and advice aimed at and priced for them. When I was younger, there were a lot of people, and social media agencies, who'd go to their local high street and say, "Hey, barber, pay me each month and I'll run your Facebook and your Instagram." There's a cottage industry around that, but we don't have that for cybersecurity. We've ended up having a lot of vulnerabilities because people aren't following basic cyber-hygiene." It's bigger than just SMBs turning their businesses digital, though. Anne-Marie says, "There's so much in building systems, even just for us to be able to vote electronically in the future. There's a lot that needs to be developed in the cyberspace just to keep us safe. We don't have enough people with these skills to work in these companies and run these start-ups." Why teaching girls can be the solution In creating the Stemettes Certification Academy, Anne-Marie saw an opportunity for girls not only to be better trained in cyber-skills, but be able to jump into the profession armed with expertise and qualifications. "We spotted from the girls we work with that the provision in the normal education system for anyone who wants to be in computer science is patchy. So academically, they're not able to pursue things they're interested in, or getting blocked from being able to develop skills they'll need when working," Anne-Marie explains. "These girls are learning from real trainers who teach and work professionally in cybersecurity. They're doing real adult qualifications in cyber to learn the basics, but also to understand their options in cyber." For Anne-Marie, Stemettes is playing a role bigger than just filling the current skills gap. "We're skilling up with real certifications and a generation of new young women who can work in cyber, but even if they choose not to, they take cyber-knowledge into medicine, architecture or other parts of life they touch." How should businesses get involved? Stemettes is proving there's a high impact from its focus on sharing, upskilling and awareness-raising. What does Anne-Marie think corporates working with technology could be doing? "They should fund any kind of cyber-awareness, or cyber-skills, programs around them. They need to invest in future skills and skills of their people. They should also open their doors and do as much sharing in the community around them. I get that if you make money from your cyber-knowledge, giving it away for free isn't the easiest. Still, much is already public in skills frameworks, so they can be part of information dissemination to society. That would be amazing." Stemettes is just one organization supporting routes for girls and women into technology. Kaspersky partners with Girls In Tech, a STEM organization for women, and Cyber Starts, its EU campaign to support early talent women which has hosted events in London, UK and Boston, USA with inspiring female industry speakers. It also hosts the Women in cybersecurity Facebook group to support those entering and working in the field. It might seem like Anne-Marie is asking a lot, but the need for a long-term approach in investing in cyber-skills is ever more pertinent in 2020 as the world demands more, better, faster technology. As she puts it: "It ultimately makes their job easier."
by Innovating leaders.
Innovative tech.
About Secure Futures

Secure Futures magazine is your go-to business guide for opinions, trends and insight into the world of technology and cybersecurity. We help your business to bring on the future. Brought to you by Kaspersky, the global cybersecurity experts.

  • For all other countries