Most of us don't want to be excluded at work. Especially if you're looking to innovate, collaborate, and make a meaningful impact in your role. Making connections with colleagues, making sure you get invited to important meetings, and meeting key executives within your company are all essential parts of learning and growing within your organization. But for many in the cybersecurity industry, systemic exclusion is a troubling reality.
Olivia Rose, a faculty member at IANS Research and founder of the CISO/Rose CISO Group, is a CISO for 17 years and an industry veteran. Throughout her career, she has experienced exclusionary practices based on gender.
“I think this interference is rooted in assumptions about women,” Rose says. “Years ago, when I was married and working in cybersecurity consulting, a leader told his manager to lighten his workload for a few months because he would probably be planning a wedding. I've never been invited to a happy hour or a company trip. I have children, and whether it's intentional or not, I've never been invited to a happy hour or a company trip. It’s another hurdle for us to overcome in order to be seen as equals.”
According to Women in CyberSecurity (WiCyS), women are five times more likely to report being excluded by their direct supervisor or co-workers. ”2023 State of Inclusion Benchmark in Cybersecurity Reports“However, exclusion is not limited to gender alone. Individuals with disabilities and intersecting identities experience levels of exclusion that equal or exceed gender-related exclusion in the workplace, and multiple The combined influence of different identity characteristics is highlighted.
Microaggressions are subtle
It's not just about being kicked out of the room. Rude behavior, sexually inappropriate advances, and having your skills and experience not valued can also make it difficult to advance in the workplace. These types of microaggressions are difficult to identify, Rose says.
“I personally don't think research is very helpful in understanding microaggressions and how they are silent killers for women's careers,” she says. “I can tell you from experience that these microaggressions are so minor and so despicable that women can't go to HR to report them.”
Rose recalls a corporate leader at one point in her career who regularly tried to undermine her by sharply blowing air out of her nostrils every time she spoke during meetings.
“This by itself doesn't mean anything,” Rose said. ”[But] I saw this person try to remove me from the photo by sending an email “forgetting” to copy me and not providing the requested information to my team. Along with multiple examples, the puzzle begins to come together. But how do you even begin to explain this to your manager or HR?”
Rose advises the managers she works with to take what employees say seriously and note down all reported instances of discrimination and exclusion to form a complete picture of patterns of problematic behavior.
the pressure in the room in which it occurs
Umaima Khan, founder and CEO of identity security firm Opal Security, says cybersecurity is asymmetric compared to other technology fields, and the main reasons for this are product development processes and sales-driven He said this is because culture is valued and companies often target executives. This high-risk, high-pressure environment amplifies bias and is resistant to change, Khan says. Before founding Opal, Mr. Khan worked in academia and research labs.
Women are also expected to be both business savvy and technically proficient in their roles, and assertiveness can be mistaken for aggression. Khan said this dichotomy can deter many people from entering or staying in the cybersecurity field, saying, “They experience pain and frustration and are put off. I don't want that to happen.”
Khan strives to build a diverse team at Opal. But even under the best of circumstances, she believes resilience is an essential ingredient for women to thrive. She says women often have to prove themselves over and over again and develop a thick skin.
“I think it's true that you have to be twice as good,” Khan added. “Early on, I found myself in that room having to prove myself. [you] Must be 100% correct. ”
Steps to change and improve inclusion
Exclusion is intertwined with career issues such as inadequate pay and being denied promotion opportunities. Addressing these issues requires clear communication with both colleagues and management, says Larci Robertson, senior sales engineer at Obsidian Security. She suggests documenting your accomplishments and having metrics to show success.
“Discuss salary with your colleagues,” says Robertson. “Create a clear path from management to employee promotions and raises. When expectations and paths are clearly communicated, the question 'Why didn't I get promoted and not someone else?' You can deal with it.”
Finally, find a mentor within your company who can guide you on the right path and help you get the accolades you deserve.
“It's very difficult to learn and grow without champions,” Robertson said.
