Sonia Kumar, Senior Director Cyber Defence and Cyber Testing at ANALOG Devices:
“When we talk about practical changes that would have the greatest impact on women in cyber, it’s impossible to ignore how deeply leadership culture shapes our careers. I have seen environments at the top reflecting antiquated, exclusionary views about women in technology. It was a reminder that even the most capable women can be held back—not by a lack of skill, but by leadership structures that fail to recognise their value.
My experience is far from unique.
Women remain under‑represented across cybersecurity, especially in senior roles, and pay and progression disparities persist.
Women are navigating outdated cultures, limited sponsorship, and barriers to advancement. If organisations, government, and industry bodies truly want to shift outcomes for women in cyber, they must address this head‑on.”
Chidimma Opara, Lecturer in Computer Science at Teesside University:
“There are a couple of practical changes that can be made that would have a great impact on women in cyber. I believe there should be more routes into cyber and better visibility for the women already doing the work. That means funding short, flexible training options (such as Teesside University’s CyberPathway), alongside more apprenticeships and internships that recognise transferable skills from law, psychology, and business, not just traditional computer science degrees.
There should also be strong mentoring and career re-entry programmes for people returning after breaks. Just as importantly, women’s achievements should be celebrated through panels, keynotes, and awards (for example, Eskenzi’s Most Inspiring Women in Cyber Awards).
Finally, there should be more investments into professional communities and networks, such as WiCyS and SheCanCode, so women can access support, leadership development, and shared opportunities.”
Meera Tamboli, Digital Forensics and Incident Response Analyst at AVEVA:
“The most impactful changes would be those that focus on access, mentorship and visibility. Organisations can ensure opportunities aren’t limited by assumptions about gender. Governments and educational institutions can fund scholarships, career-awareness programs and early exposure initiatives in schools and universities to introduce girls to cybersecurity from a young age. Publicly recognising and celebrating women’s achievements in cyber also plays a huge role as it challenges stereotypes and inspires others to pursue this field.”
Motunrayo Francisca Ogundipe, Cybersecurity Analyst at TikTok:
“To make a meaningful impact on increasing the number of women in cybersecurity, practical and sustained actions are needed across education, industry, and policy.
One of the most important changes is early exposure to technology and cybersecurity careers. Governments and educational institutions can play a significant role by introducing digital skills, coding, and cybersecurity awareness programmes in schools, particularly targeted at girls. When young women see technology as a viable and exciting career option early on, it helps build confidence and interest long before career decisions are made.
Organisations also have an important role in creating structured entry pathways into the industry. Graduate programmes, technology academies, apprenticeships, and return-to-work programmes can help make cybersecurity more accessible to individuals from diverse backgrounds. These programmes should be accompanied by mentorship and sponsorship opportunities so women have access to guidance, professional networks, and career development support.
Another key factor is creating inclusive workplace cultures where women can grow and lead. This includes equitable hiring practices, transparent promotion pathways, and visible female role models in technical and leadership positions. Representation matters, and seeing women succeed in cybersecurity roles encourages others to pursue similar paths.
Ultimately, increasing diversity in cybersecurity strengthens the entire industry. Different perspectives improve problem-solving, innovation, and resilience, which are essential qualities in defending against constantly evolving cyber threats.”
Adenike Ajayi-lweka, Cybersecurity Consultant at Accenture:
“1. Promote the visibility of women
Women should be given active roles that showcase their brilliance — not supporting roles. We should be spearheading relevant, bottom-line initiatives and should be empowered to showcase our brilliance unapologetically, in ways that actually move our careers forward.
2. Provide true equal opportunity
Many organisations offer flexible working arrangements which are essential for working mums and carers. Yet on the flip side, those who use them can find themselves slowly excluded from career opportunities, effectively punished for the very flexibility they were promised. Many women live in fear that saying no to one opportunity means being blacklisted from future ones. Everyone deserves equal opportunity to actively contribute, regardless of status or responsibilities outside work. Saying “No” now does not mean “No” forever, so organisations should ensure that opportunities remain accessible to everyone.
3. Promote women leadership
Many competent women are often overlooked for leadership positions. Visibly supporting women through every phase of their lives sends the right signal to early-career professionals: there is representation, and room to grow. ISC2 data shows that women make up 22% of the cybersecurity workforce and hold just 7% of C-Suite positions. Women are hitting a leadership ceiling and leaving the industry, which makes the sector less attractive to women entering. For the stats to change and to truly move the needle, more women leadership is required in cyber.
To quote Ruth Bader Ginsburg – “Women belong in all places where decisions are being made. It shouldn’t be that women are the exception.”
Kerlyn Manyi, Cybersecurity Practitioner, Nucleus Systems and Founder of CyberFoundHer Initiative:
“Two changes would make the greatest impact: inclusive hiring practices and funded training opportunities.
Talent is everywhere, but opportunity is not. Many women across Africa are interested in cybersecurity and capable of excelling in the field, but the cost of certifications, training programs, and bootcamps can be a major barrier. Organisations and governments can make a real difference by funding scholarships and training initiatives that give women access to these opportunities.
However, funding alone is not enough. You can train a highly capable woman and still see her overlooked for a role in favour of a less qualified candidate. That’s why inclusive hiring practices, backed by real accountability, are essential.
The responsibility of entering the field should not rest solely on women trying to break in. The women are ready. The real question is whether the industry is ready to open the door.”
Dr Catherine Knibbs, Founder and CEO of Children andTech:
“Women very often are on the frontline when it comes to working with children and young people – whether as primary school teachers, in the social care sector and primary healthcare– as well as the secondary and long term services such as psychotherapy and mental health support and these voices are so important, especially when it comes to policy and legislation around online activities. Decisions regarding online use shouldn’t be led by those removed from the grass roots but sought from experts on the ground. The potential social media ban for those under 16 is a great example – pressure is mounting on the government to implement the ban, but if you speak to those working with children the reality is education, education, education is key. “
Laura Price, Cyber Skills & Partnerships Lead at BT:
“For me, one of the biggest things we need to fix, both in organisations and at government level, is how we look after the people already in the industry. We talk endlessly about the skills gap and how to get more people into cyber, but we don’t talk nearly enough about why people burn out, or why so many women drift out of the sector mid‑career.
Cyber can be full‑on. The pace, the pressure, the constant stream of new threats, it never really stops. Practical things like proper resourcing, reasonable workloads, time to recover after incidents and a culture where people aren’t expected to be ‘always on’ would make a massive difference.
On the government side, joined‑up investment in early‑talent programmes, schools outreach and regional initiatives is essential and I’m hoping that as we transition from CyberFirst to DSIT’s new TechFirst programme this focus will be amplified.
And then there’s the bit no one admits out loud: women often leave because the environment doesn’t feel built for them. That’s something we can change.
More sponsorship, clearer career paths, leaders who genuinely champion inclusion and networks that give people somewhere to belong. These things really matter.
If we want a strong, resilient cyber workforce, we can’t just keep topping up the pipeline. We’ve got to make the industry a place people actually want to stay.”
Gizem Acar Tekin, CEO and Co-founder of Photarix:
“One of the most important changes would be creating clearer and more accessible pathways into cybersecurity and deep-tech fields from an early stage. This includes stronger support for STEM education and programmes that encourage more girls and women to pursue technical careers.
Organisations also play a key role in creating environments where women can grow and progress. Mentorship, leadership opportunities and supportive workplace cultures can make a real difference in helping women stay and develop in the sector. Visibility is also extremely important. Seeing women in technical and leadership roles helps others imagine themselves in those positions and can inspire more people to pursue similar careers.
At the same time, the goal should not be to give advantages simply because someone is a woman, but to remove the barriers that may prevent talented people from entering or progressing in the field. It is important that diversity initiatives create fair opportunities without creating the perception that achievements are the result of positive discrimination. Women in cybersecurity should be recognised for their expertise, innovation and impact.
Ultimately, improving representation is about building systems where everyone has a fair chance to contribute and succeed, while also ensuring that diverse talent is visible and supported across the ecosystem.”
Nkiruka Joy Aimienoho, Chief Information Security Officer (CISO) at Standard Chartered Bank NG:
“The lack of women in cybersecurity is not just a talent gap — it is a security risk.”
Several practical changes could significantly accelerate the participation and advancement of women in cybersecurity.
First, we must reframe gender equity as a security imperative, not just a diversity goal. Cybersecurity is fundamentally about people, and when perspectives are missing, so are critical insights needed to anticipate and respond to threats. Diverse teams consistently outperform in decision-making and threat detection.
Second, we must address the skills shift driven by AI. Recent insights from ISC2 show that 27% of women are already considering career changes to prepare for an AI-driven future, compared to 17% of men. This signals both urgency and opportunity. Targeted AI, cloud, and emerging technology training programs for women will be critical to ensuring they are not left behind in the next phase of cybersecurity evolution.
Third, organisations must move from intent to structured, measurable action. This includes:
- bias-reducing hiring practices such as blind recruitment
- clear diversity metrics and accountability frameworks
- transparent promotion and pay structures
What gets measured gets done.
Fourth, mentorship and sponsorship must be scaled deliberately. Mentorship builds confidence and capability, but sponsorship drives visibility and access to leadership roles. Without sponsorship, many talented women remain unseen.
Fifth, organisations must create inclusive cultures and psychological safety. A key insight from recent research is the perception gap — many leaders do not fully recognise the barriers women face. Closing this gap requires intentional leadership, active listening, and inclusive decision-making environments.
Equally important is allyship. Progress is accelerated when both men and women actively support equity — from amplifying voices to advocating for fair opportunities and leadership representation.
Finally, governments, industry bodies, and educational institutions must collaborate to expand access through scholarships, reskilling programs, and community-driven cybersecurity initiatives. Strengthening the pipeline requires early exposure, continuous learning, and ecosystem-wide support.
Cybersecurity faces a global talent shortage, and expanding the participation of women is one of the most effective ways to close that gap.
If my journey proves anything, it is that when we open doors for others in cybersecurity, we do not lose influence — we multiply it.”
Anmol Agarwal, Senior Security Researcher at Nokia:
“I think a lot of effort has been made to recruit women in cyber at the entry level, and I am glad to see more women taking an interest in cyber. But the challenge is retaining women in cyber, and I think that organisations can invest more in mentorship and sponsorship programs. Women, early career professionals, and others that the organisation identifies as needing support should be given an opportunity to obtain mentors to inspire and encourage them in the cybersecurity field. Organisations also should have sponsorship programs so that women in cyber can get opportunities even when they are not in the room. Women in cyber need sponsors that will advocate for them and support them in obtaining promotions or other opportunities for career growth, and these sponsors can be leaders higher up in the organisation.
I also think that organisations should prioritize creating pipelines for women to be in leadership positions such as the C Suite. Women in cyber should also be represented in leadership and also in external forums such as standards discussions and senior technical roles. If there are qualified candidates that are women, then organisations should find a way to bring more of those qualified candidates into leadership or senior roles.”
Nicole Bucala, CEO of Databee, A Comcast Company:
“If we want to meaningfully increase the number of women in cybersecurity, the most impactful changes are both structural and cultural — and they must start early. First, organizations need to rethink how they define “qualified.” Cyber roles are often written with rigid requirements that exclude talented candidates who may not follow a traditional path. Skills‑based hiring, apprenticeship models, and clear internal mobility programs would immediately widen the pipeline.
Second, companies must invest in environments where women can thrive — not just enter. That means transparent promotion criteria, equitable access to high‑visibility projects, and managers who are trained to recognize and interrupt bias in real time. The biggest drop‑off point for women in cyber isn’t entry‑level; it’s mid‑career. Retention is the real unlock.
Third, government and industry should work together to strengthen early STEM exposure. Girls shouldn’t encounter cybersecurity for the first time in college or the workforce. Accessible, hands‑on programs in middle and high school — supported by public‑private partnerships — would fundamentally shift the long‑term demographic landscape.
Finally, flexibility matters. Cybersecurity is demanding and unpredictable. Hybrid models, reasonable on‑call structures, and supportive leave policies make a measurable difference in who stays and who burns out.
The collective goal should be an industry where women don’t have to adapt themselves to succeed — because the system itself has adapted to unlock their success.”
Funke Omolere, Senior Technology Compliance Product Owner at Adobe:
“One of the biggest changes needed is clearer and more accessible pathways into cybersecurity. Many women are interested but don’t know where to start or how to gain real experience.
Organisations need to focus on practical training, mentorship, and more importantly sponsorship, ensuring women are not just supported but also given real opportunities to grow and lead.
There also needs to be a shift in hiring practices, recognising transferable skills from non traditional backgrounds and not limiting roles to purely technical profiles.
From a government perspective, stronger investment in cybersecurity education and industry partnerships will help build sustainable pipelines.
Real impact will come from moving beyond awareness and creating systems that actively support women to enter, grow, and succeed in the industry.”
Post Views: 144
Inspiring Women in Cyber: Which practical changes would make the greatest impact on women in cyber?
ARTICLE SUMMARY
Sonia Kumar, Senior Director Cyber Defence and Cyber Testing at ANALOG Devices:
“When we talk about practical changes that would have the greatest impact on women in cyber, it’s impossible to ignore how deeply leadership culture shapes our careers. I have seen environments at the top reflecting antiquated, exclusionary views about women in technology. It was a reminder that even the most capable women can be held back—not by a lack of skill, but by leadership structures that fail to recognise their value.
My experience is far from unique.
Women remain under‑represented across cybersecurity, especially in senior roles, and pay and progression disparities persist.
Chidimma Opara, Lecturer in Computer Science at Teesside University:
“There are a couple of practical changes that can be made that would have a great impact on women in cyber. I believe there should be more routes into cyber and better visibility for the women already doing the work. That means funding short, flexible training options (such as Teesside University’s CyberPathway), alongside more apprenticeships and internships that recognise transferable skills from law, psychology, and business, not just traditional computer science degrees.
There should also be strong mentoring and career re-entry programmes for people returning after breaks. Just as importantly, women’s achievements should be celebrated through panels, keynotes, and awards (for example, Eskenzi’s Most Inspiring Women in Cyber Awards).
Finally, there should be more investments into professional communities and networks, such as WiCyS and SheCanCode, so women can access support, leadership development, and shared opportunities.”
Meera Tamboli, Digital Forensics and Incident Response Analyst at AVEVA:
“The most impactful changes would be those that focus on access, mentorship and visibility. Organisations can ensure opportunities aren’t limited by assumptions about gender. Governments and educational institutions can fund scholarships, career-awareness programs and early exposure initiatives in schools and universities to introduce girls to cybersecurity from a young age. Publicly recognising and celebrating women’s achievements in cyber also plays a huge role as it challenges stereotypes and inspires others to pursue this field.”
Motunrayo Francisca Ogundipe, Cybersecurity Analyst at TikTok:
“To make a meaningful impact on increasing the number of women in cybersecurity, practical and sustained actions are needed across education, industry, and policy.
One of the most important changes is early exposure to technology and cybersecurity careers. Governments and educational institutions can play a significant role by introducing digital skills, coding, and cybersecurity awareness programmes in schools, particularly targeted at girls. When young women see technology as a viable and exciting career option early on, it helps build confidence and interest long before career decisions are made.
Organisations also have an important role in creating structured entry pathways into the industry. Graduate programmes, technology academies, apprenticeships, and return-to-work programmes can help make cybersecurity more accessible to individuals from diverse backgrounds. These programmes should be accompanied by mentorship and sponsorship opportunities so women have access to guidance, professional networks, and career development support.
Another key factor is creating inclusive workplace cultures where women can grow and lead. This includes equitable hiring practices, transparent promotion pathways, and visible female role models in technical and leadership positions. Representation matters, and seeing women succeed in cybersecurity roles encourages others to pursue similar paths.
Ultimately, increasing diversity in cybersecurity strengthens the entire industry. Different perspectives improve problem-solving, innovation, and resilience, which are essential qualities in defending against constantly evolving cyber threats.”
Adenike Ajayi-lweka, Cybersecurity Consultant at Accenture:
“1. Promote the visibility of women
Women should be given active roles that showcase their brilliance — not supporting roles. We should be spearheading relevant, bottom-line initiatives and should be empowered to showcase our brilliance unapologetically, in ways that actually move our careers forward.
2. Provide true equal opportunity
Many organisations offer flexible working arrangements which are essential for working mums and carers. Yet on the flip side, those who use them can find themselves slowly excluded from career opportunities, effectively punished for the very flexibility they were promised. Many women live in fear that saying no to one opportunity means being blacklisted from future ones. Everyone deserves equal opportunity to actively contribute, regardless of status or responsibilities outside work. Saying “No” now does not mean “No” forever, so organisations should ensure that opportunities remain accessible to everyone.
3. Promote women leadership
Many competent women are often overlooked for leadership positions. Visibly supporting women through every phase of their lives sends the right signal to early-career professionals: there is representation, and room to grow. ISC2 data shows that women make up 22% of the cybersecurity workforce and hold just 7% of C-Suite positions. Women are hitting a leadership ceiling and leaving the industry, which makes the sector less attractive to women entering. For the stats to change and to truly move the needle, more women leadership is required in cyber.
Kerlyn Manyi, Cybersecurity Practitioner, Nucleus Systems and Founder of CyberFoundHer Initiative:
“Two changes would make the greatest impact: inclusive hiring practices and funded training opportunities.
Talent is everywhere, but opportunity is not. Many women across Africa are interested in cybersecurity and capable of excelling in the field, but the cost of certifications, training programs, and bootcamps can be a major barrier. Organisations and governments can make a real difference by funding scholarships and training initiatives that give women access to these opportunities.
However, funding alone is not enough. You can train a highly capable woman and still see her overlooked for a role in favour of a less qualified candidate. That’s why inclusive hiring practices, backed by real accountability, are essential.
The responsibility of entering the field should not rest solely on women trying to break in. The women are ready. The real question is whether the industry is ready to open the door.”
Dr Catherine Knibbs, Founder and CEO of Children andTech:
“Women very often are on the frontline when it comes to working with children and young people – whether as primary school teachers, in the social care sector and primary healthcare– as well as the secondary and long term services such as psychotherapy and mental health support and these voices are so important, especially when it comes to policy and legislation around online activities. Decisions regarding online use shouldn’t be led by those removed from the grass roots but sought from experts on the ground. The potential social media ban for those under 16 is a great example – pressure is mounting on the government to implement the ban, but if you speak to those working with children the reality is education, education, education is key. “
Laura Price, Cyber Skills & Partnerships Lead at BT:
“For me, one of the biggest things we need to fix, both in organisations and at government level, is how we look after the people already in the industry. We talk endlessly about the skills gap and how to get more people into cyber, but we don’t talk nearly enough about why people burn out, or why so many women drift out of the sector mid‑career.
Cyber can be full‑on. The pace, the pressure, the constant stream of new threats, it never really stops. Practical things like proper resourcing, reasonable workloads, time to recover after incidents and a culture where people aren’t expected to be ‘always on’ would make a massive difference.
On the government side, joined‑up investment in early‑talent programmes, schools outreach and regional initiatives is essential and I’m hoping that as we transition from CyberFirst to DSIT’s new TechFirst programme this focus will be amplified.
More sponsorship, clearer career paths, leaders who genuinely champion inclusion and networks that give people somewhere to belong. These things really matter.
If we want a strong, resilient cyber workforce, we can’t just keep topping up the pipeline. We’ve got to make the industry a place people actually want to stay.”
Gizem Acar Tekin, CEO and Co-founder of Photarix:
“One of the most important changes would be creating clearer and more accessible pathways into cybersecurity and deep-tech fields from an early stage. This includes stronger support for STEM education and programmes that encourage more girls and women to pursue technical careers.
Organisations also play a key role in creating environments where women can grow and progress. Mentorship, leadership opportunities and supportive workplace cultures can make a real difference in helping women stay and develop in the sector. Visibility is also extremely important. Seeing women in technical and leadership roles helps others imagine themselves in those positions and can inspire more people to pursue similar careers.
At the same time, the goal should not be to give advantages simply because someone is a woman, but to remove the barriers that may prevent talented people from entering or progressing in the field. It is important that diversity initiatives create fair opportunities without creating the perception that achievements are the result of positive discrimination. Women in cybersecurity should be recognised for their expertise, innovation and impact.
Ultimately, improving representation is about building systems where everyone has a fair chance to contribute and succeed, while also ensuring that diverse talent is visible and supported across the ecosystem.”
Nkiruka Joy Aimienoho, Chief Information Security Officer (CISO) at Standard Chartered Bank NG:
“The lack of women in cybersecurity is not just a talent gap — it is a security risk.”
Several practical changes could significantly accelerate the participation and advancement of women in cybersecurity.
First, we must reframe gender equity as a security imperative, not just a diversity goal. Cybersecurity is fundamentally about people, and when perspectives are missing, so are critical insights needed to anticipate and respond to threats. Diverse teams consistently outperform in decision-making and threat detection.
Second, we must address the skills shift driven by AI. Recent insights from ISC2 show that 27% of women are already considering career changes to prepare for an AI-driven future, compared to 17% of men. This signals both urgency and opportunity. Targeted AI, cloud, and emerging technology training programs for women will be critical to ensuring they are not left behind in the next phase of cybersecurity evolution.
Third, organisations must move from intent to structured, measurable action. This includes:
What gets measured gets done.
Fourth, mentorship and sponsorship must be scaled deliberately. Mentorship builds confidence and capability, but sponsorship drives visibility and access to leadership roles. Without sponsorship, many talented women remain unseen.
Fifth, organisations must create inclusive cultures and psychological safety. A key insight from recent research is the perception gap — many leaders do not fully recognise the barriers women face. Closing this gap requires intentional leadership, active listening, and inclusive decision-making environments.
Finally, governments, industry bodies, and educational institutions must collaborate to expand access through scholarships, reskilling programs, and community-driven cybersecurity initiatives. Strengthening the pipeline requires early exposure, continuous learning, and ecosystem-wide support.
Cybersecurity faces a global talent shortage, and expanding the participation of women is one of the most effective ways to close that gap.
If my journey proves anything, it is that when we open doors for others in cybersecurity, we do not lose influence — we multiply it.”
Anmol Agarwal, Senior Security Researcher at Nokia:
“I think a lot of effort has been made to recruit women in cyber at the entry level, and I am glad to see more women taking an interest in cyber. But the challenge is retaining women in cyber, and I think that organisations can invest more in mentorship and sponsorship programs. Women, early career professionals, and others that the organisation identifies as needing support should be given an opportunity to obtain mentors to inspire and encourage them in the cybersecurity field. Organisations also should have sponsorship programs so that women in cyber can get opportunities even when they are not in the room. Women in cyber need sponsors that will advocate for them and support them in obtaining promotions or other opportunities for career growth, and these sponsors can be leaders higher up in the organisation.
I also think that organisations should prioritize creating pipelines for women to be in leadership positions such as the C Suite. Women in cyber should also be represented in leadership and also in external forums such as standards discussions and senior technical roles. If there are qualified candidates that are women, then organisations should find a way to bring more of those qualified candidates into leadership or senior roles.”
Nicole Bucala, CEO of Databee, A Comcast Company:
“If we want to meaningfully increase the number of women in cybersecurity, the most impactful changes are both structural and cultural — and they must start early. First, organizations need to rethink how they define “qualified.” Cyber roles are often written with rigid requirements that exclude talented candidates who may not follow a traditional path. Skills‑based hiring, apprenticeship models, and clear internal mobility programs would immediately widen the pipeline.
Second, companies must invest in environments where women can thrive — not just enter. That means transparent promotion criteria, equitable access to high‑visibility projects, and managers who are trained to recognize and interrupt bias in real time. The biggest drop‑off point for women in cyber isn’t entry‑level; it’s mid‑career. Retention is the real unlock.
Third, government and industry should work together to strengthen early STEM exposure. Girls shouldn’t encounter cybersecurity for the first time in college or the workforce. Accessible, hands‑on programs in middle and high school — supported by public‑private partnerships — would fundamentally shift the long‑term demographic landscape.
Finally, flexibility matters. Cybersecurity is demanding and unpredictable. Hybrid models, reasonable on‑call structures, and supportive leave policies make a measurable difference in who stays and who burns out.
The collective goal should be an industry where women don’t have to adapt themselves to succeed — because the system itself has adapted to unlock their success.”
Funke Omolere, Senior Technology Compliance Product Owner at Adobe:
“One of the biggest changes needed is clearer and more accessible pathways into cybersecurity. Many women are interested but don’t know where to start or how to gain real experience.
There also needs to be a shift in hiring practices, recognising transferable skills from non traditional backgrounds and not limiting roles to purely technical profiles.
From a government perspective, stronger investment in cybersecurity education and industry partnerships will help build sustainable pipelines.
Real impact will come from moving beyond awareness and creating systems that actively support women to enter, grow, and succeed in the industry.”
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