Originally posted on August 5, 2020 @ 1:56 pm
At RSA this year there was a big focus on diversity in the
workforce. There were many sessions
about how to increase women and minorities in the workforce. I attended most with hopes of gaining
insights on not only how to hire these demographics but ALL demographics. In my last session of the week, one of the
panelists said what I’ve been thinking all week. “ I’m lucky to get 2 resumes’ to choose
from, diversity never enters my mind.
I’m focused on what’s between the eyes and back of the head!” I paraphrased
a little but that’s the gist.
Depending on which website you read (and when) the shortage
of Cyber professionals is somewhere between 500K and 3.5Million. That means that Cyber security is one of the
few professions today with 0% unemployment. According to investopia.com “In 2016, there
were 1 million job openings, with two openings for every available job
candidate. The rapid job growth is expected to reach 1.5 million positions by
2019.” From other research I expect we
will exceed that 1.5 million and by 2021 be closer to 3.5 million.
As of 2017 there were 780,000 cyber professionals in the
U.S. with about 350,000 openings. The
sessions I was in this week talked about increasing the female workforce from
10% to 20% or more. So that means the
speakers were advocating moving from 78,000 women in the workforce to 156,000
still leaving nearly 200K in unfilled positions (there are a lot or assumptions
in these numbers, I know.) That still doesn’t close the gap in positions to
talent. We need to be looking at other
areas and at building the “pipeline” of candidates.
In my mind, one of our biggest challenges is that our career
field is 100% in the abstract. If your
child wants to be a Doctor, she knows she’ll be working with people, things she
can touch. Or if they’re goal is to be a
lawyer, they know they’re helping people.
But lets face it, cyber security professionals, no matter what the
specialty, work in the abstract. We don’t build anything, we don’t create
software or apps (that’s left to the developers), we don’t arrest people
(that’s the FBI and other Law Enforcement Officers), in my daughter’s mind all
we do is sit in meetings and stare at screens all day long! Maybe we make a few phone calls. How do you attract the upcoming generation to
such a boring career? We’re not Kate
Libby (Angelina Jolie) and Dade Murphy (Johnny Lee Miller) in Hackers, or Neo
(Keanu Reeves) and Trinity (Carrie-Anne Moss) in the Matrix. Heck we’re not
even Elliot Alderson (Rami Malek) or Darlene Alderson (Carly Chaikin) in Mr.
Robot. BTW that’s one of the most
realistic ‘hacker’ programs coming from Hollywood I’ve seen).
So, how do we attract new talent to such an abstract and
boring profession? Part of it is the
money. A friend from a long time ago
told me that the only requirement she would place on her daughter going to
school is that whatever the daughter majored in, she could make a living
on. With Cyber Security, regardless of
the discipline, the rising professionals can make a living, with 0% unemployment
they can make a good living! The other
part is education, people think that only the smartest people on the planet can
do cyber security “stuff”. Yes, you have
to be smart, but we all started at the bottom and worked our way up building
our knowledge. No one is born as a cyber
guru we all need to be taught and mentored.
Where was I going with this?
Well if you’re reading this, chances are you’re a cyber security
professional. I encourage everyone who
sees this to get involved at the level closest to the children that your
comfortable with. What does that
mean? If you’ve got children, get
involved. The GirlScouts have a cyber badge
now, your school likely has a
CyberPatriot Program (if they don’t, start one), take your kids/grandkids to work, show them
what you do.
If you’re a manager of people within your organization, get
to know your staff. See what they’re
interested in. If they’ve got the drive
and desire to move up and into the cyber security profession, encourage
it. One of the many success stories I’ve
seen is someone who’ve moved from Administrative Assistant to Information
Security Engineer. She came back to the
workforce after having children and knew she wanted to do more than manage
someone’s calendar. She came back into an
entry level position and got the training and certifications to move up in the
organization. She took advantage of the
training and education benefits of the company and is a highly successful
Information Security Engineer.
The workforce problem isn’t just a one dimensional problem,
as cyber professionals, take the lead and start working with youth to “build”
the pipeline. If your kids are grown,
work with the local HS, College, Civil Air Patrol, JROTC, Girl Scouts, Boy
Scouts etc. Your example can help built
the next generation of cyber professionals.