Global Cybersecurity Gap Widens as Women Fill Only 24% of Roles

Women in cybersecurity remain significantly underrepresented despite the industry’s explosive growth. According to recent data, women constitute only 24% of the global cybersecurity workforce. This gender imbalance is particularly concerning as we face an unprecedented talent shortage, with approximately 3.5 million cybersecurity positions projected to remain unfilled by the end of 2025[-4].

Unfortunately, numerous barriers continue to discourage women from pursuing careers in cyber security. Recent research from The Female Quotient and Deloitte found that 50% of young women interested in this field believe they lack sufficient knowledge, while 55% of working women view cybersecurity as intimidating. Furthermore, 51% don’t believe there’s room for someone like them in the industry. This perception persists despite evidence showing that 46% of women in cybersecurity hold advanced degrees, compared to just 32% of their male counterparts.

In this article, we’ll explore the complex factors behind this persistent gender gap, examine innovative approaches companies are using to attract and retain women in cybersecurity roles, and highlight why achieving greater gender diversity isn’t just about equality—it’s essential for strengthening our global security posture in an increasingly vulnerable digital landscape.

Global Cybersecurity Workforce Shows Persistent Gender Gap

The cybersecurity industry continues to struggle with gender representation across global teams. Recent research reveals a persistent imbalance that threatens both innovation and security outcomes worldwide.

Only 24% of cybersecurity roles are held by women

Current industry data confirms the gender gap remains substantial. The Global Cybersecurity Forum’s 2024 report indicates women account for only 24% of the global cybersecurity workforce. This aligns with ISC2 research showing women comprise approximately 23% of security teams on average. At the extremes, 11% of organizations report having no women on their security teams, with merely 4% reporting that women make up more than half their cybersecurity staff.

This represents modest progress from previous years. In 2013, women held only about 10% of cybersecurity positions globally. The trend shows gradual improvement, with Cybersecurity Ventures predicting women will represent 30% of the global workforce by 2025, potentially reaching 35% by 2031.

Workforce shortage projected to reach 3.5 million by 2025

The gender imbalance exists against a backdrop of critical talent shortages. Industry experts project 3.5 million unfilled cybersecurity positions globally by 2025. This gap has expanded dramatically, with job vacancies growing by approximately 350% since 2013.

The U.S. Bureau of Labor Statistics forecasts “information security analyst” will be the 10th fastest-growing occupation over the next decade, with an employment growth rate of 31% compared to the 4% average across all occupations. This rapid expansion makes addressing gender diversity even more urgent.

Why this gap matters for global digital security

The underrepresentation of women in cybersecurity creates substantial vulnerabilities in our digital defense capabilities. As one industry expert notes, “Failing to engage with and appeal to approximately half of the population means overlooking valuable talent and perspectives that can help you make full, informed decisions in cybersecurity”.

Additionally, women remain significantly underrepresented in senior positions. In the UK, women account for only 12% of senior cybersecurity roles requiring six or more years of experience. This leadership gap further limits diverse perspectives at strategic levels.

Beyond talent shortages, gender diversity in cybersecurity is essential because cyber threats and risks affect different demographics uniquely. As the Stimson Center observes, “Gender diversity, just like cyber security, is a shared responsibility and we all have a role to play in achieving it”.

What Barriers Prevent Women from Entering Cybersecurity?

Numerous systemic barriers continue to obstruct women’s entry into the cybersecurity field, maintaining the persistent gender imbalance despite growing demand for talent.

Stereotypes and early education biases

Persistent stereotypes create foundational obstacles for women considering cybersecurity careers. Historically, the industry experienced one of “the most extreme gender flips” after women were “abruptly pushed out of their technical posts” in the 1960s to make way for what’s now called the “default IT guy”. These stereotypes portray hackers as “young men with hoodies” or “teenage boys with poor social skills”, images that discourage female participation. Consequently, girls are often steered toward “less technical” or “more artsy” roles instead of network engineering or development, traditionally viewed as cybersecurity entry points.

Lack of visible role models and mentors

The scarcity of female leaders creates a self-perpetuating cycle. Approximately 69% of young people haven’t met anyone working in cybersecurity, with merely 11% having encountered a woman in the field. Moreover, when young women do meet female cybersecurity professionals, 63% report thinking more positively about the industry. Without visible role models, women struggle to “envision and pursue successful career paths”, particularly as they hit a “glass ceiling just six to ten years into their cybersecurity career”.

Perceived skill gaps and intimidation factor

Many women incorrectly assume cybersecurity requires primarily technical expertise. Unfortunately, recruitment teams often take a “narrow view,” seeking candidates whose skills exactly match the current workforce. In fact, critical thinking and problem-solving abilities are equally crucial, yet outside perception focuses primarily on technical aspects. This contributes to the intimidation factor, with many women unaware that “anyone with the right aptitude and attitude can become a cybersecurity expert”.

Work-life balance concerns in high-stress roles

Cybersecurity positions frequently demand long hours and high availability, creating disproportionate challenges for women. Notably, the industry’s rapid pace requires continuous learning, yet women often have “limited access to advanced training”. Additionally, maternity leave presents significant concerns, with many women feeling guilty about taking time off, stating: “I will be back, I assure you, I will take as little time as I can”.

How Companies Are Reimagining Cybersecurity Careers for Women

Forward-thinking organizations are implementing concrete strategies to address the cybersecurity gender gap. Their initiatives go beyond superficial diversity efforts to create meaningful pathways for women entering the field.

Inclusive job descriptions and flexible work policies

Organizations are revamping job listings to attract diverse candidates. Studies show men often apply when meeting just 60% of qualifications, while women typically hesitate unless meeting 100% of requirements. Progressive companies now limit postings to “must-have” requirements rather than extensive qualification lists. Additionally, removing gendered language and complex industry jargon makes positions more approachable. Tools like Gender Decoder help identify subtle bias in job advertisements.

Flexible work arrangements have become increasingly important recruitment tools. NHS SBS stands out by implementing policies specifically supporting working mothers, which they consider “a huge win for the company”.

Mentorship and sponsorship programs

Structured mentorship initiatives show remarkable results. Research reveals mentees are promoted five times more often than those without mentors, while mentors themselves are six times more likely to advance. The Women in Cybersecurity (WiCyS) mentorship program matches participants based on shared backgrounds and interests, focusing on developing skills in negotiation, leadership, and work-life balance.

Currently, these programs are expanding globally. The International Telecommunication Union runs the “Women in Cyber” mentorship program specifically targeting women in Africa, Arab regions, and Asia-Pacific.

Highlighting non-technical pathways into cybersecurity

Companies now emphasize that cybersecurity isn’t exclusively technical. Indeed, many professionals enter from backgrounds in English, Psychology, or fields like graphic design. Roles including security awareness education, compliance, and risk analysis often benefit from non-technical perspectives.

As one expert notes, “having a non-technical background can actually be an advantage in cybersecurity as you bring unique experiences and perspectives that we need”.

Case study: NHS SBS and its inclusive culture

NHS Shared Business Services demonstrates effective inclusion practices. Their environment emphasizes valuing team members regardless of background, with one employee stating: “I am made to feel like a valuable member of our team, feel like my opinion is respected by my peers”.

NHS SBS prioritizes staff training, making employees feel “nurtured and valued.” Notably, they’ve created a team led by a woman that is “diverse in every respect – gender, culture, ethnicity” which one staff member describes as “the most effective team I’ve ever worked in”.

Why Gender Diversity Strengthens Cybersecurity Outcomes

Beyond addressing talent shortages, increasing women’s representation in cybersecurity delivers measurable advantages to organizational security outcomes.

Diverse teams improve problem-solving and innovation

Research consistently demonstrates that diverse cybersecurity teams outperform homogeneous groups. According to McKinsey, companies in the top quartile for ethnic and racial diversity are 35% more likely to have financial returns above their industry’s average. As a result, diversity has become a strategic imperative in cybersecurity operations.

Diverse teams approach complex problems from multiple angles, offering comprehensive defense against cyber-attacks. This interdisciplinary perspective leads to innovative solutions that might otherwise remain undiscovered. Likewise, when team members with varied backgrounds collaborate, they naturally question assumptions and consider broader perspectives.

Women’s communication and leadership strengths

Women bring specific skills that enhance cybersecurity effectiveness. They often excel in communication and teamwork—essential capabilities for incident response and stakeholder management. Many demonstrate strong risk assessment abilities, crucial for threat identification and mitigation.

These soft skills complement technical expertise. Women in cybersecurity frequently demonstrate:

• Effective articulation of complex security concepts to non-technical stakeholders
• Strong collaborative abilities with team members and external partners
• Exceptional attention to detail for identifying subtle security vulnerabilities

Studies linking gender diversity to fewer security incidents

The impact of gender diversity on security outcomes is quantifiable. Organizations with at least 30% women on their cybersecurity teams experience 40% fewer security incidents. Similarly, companies with gender-diverse boards face fewer cyber incidents, though only when at least three female directors are present.

A National Cybersecurity Institute report confirmed organizations with more diverse workforces have lower risk of cyberattacks overall. Furthermore, gender-diverse and inclusive teams outperform gender-homogeneous teams by approximately 50%.

Quotes from Deloitte, NY Life, and Swire Coca-Cola leaders

Industry leaders recognize these benefits firsthand. Emily Mossburg, Global Cyber Leader at Deloitte, emphasizes: “At Deloitte, we recognize that the cybersecurity industry needs a diverse set of minds, perspectives, and experiences to tackle the complex challenges we face”.

Silvia Ihensekhien, Director of Information Security at Swire Coca-Cola, notes: “The industry is always changing, and the fast-paced environment keeps me engaged and motivated. I’m highly satisfied with my job, knowing that my work protects people and organizations from cyber threats”.

NY Life’s Chief Technology Security Officer Reshma Budhwani advocates: “We must establish career paths, offer strong coaching and mentoring, and cultivate inclusive workplaces”.

Conclusion

Bridging the Gender Gap: A Path Forward for Cybersecurity

The evidence remains clear throughout this exploration of cybersecurity’s gender imbalance: women constitute merely 24% of the global workforce despite bringing crucial skills and perspectives that demonstrably strengthen security outcomes. This disparity represents both a significant challenge and an extraordinary opportunity for our industry.

Companies actively recruiting women see tangible benefits beyond addressing the projected 3.5 million position shortage by 2025. Teams with at least 30% female representation experience 40% fewer security incidents, while diverse groups consistently outperform homogeneous ones by approximately 50%. These statistics confirm what many security leaders already understand—gender diversity delivers measurable security advantages.

Though barriers persist through stereotyping, education biases, and limited role models, forward-thinking organizations now implement concrete solutions. Their approaches include revamping job descriptions, establishing meaningful mentorship programs, and emphasizing non-technical pathways into cybersecurity careers.

We must acknowledge this reality: cybersecurity cannot afford to exclude half the population’s talent pool. The field desperately needs diverse thinking, communication skills, and risk assessment capabilities that women often bring to security teams. Additionally, as threats grow increasingly sophisticated, teams benefit from multiple perspectives when developing comprehensive defense strategies.

The path forward requires collective commitment. Educational institutions, corporations, and industry organizations all play vital roles in dismantling barriers that discourage women from pursuing cybersecurity careers. Similarly, highlighting success stories of women thriving in the field creates essential visibility for future generations considering this career path.

Undoubtedly, closing the cybersecurity gender gap serves everyone’s interests. This issue transcends simple diversity metrics—it directly impacts our collective security posture during an era of unprecedented digital vulnerability. Through continued dedication to inclusive recruitment, supportive workplace cultures, and recognition of diverse talent, the cybersecurity industry can evolve into a field where women not only participate but lead and thrive.