editor’s question
STEPHAN
BERNER, CEO,
HELP AG
I
have often
commented about
how cybersecurity
rests on three
fundamental
pillars –
technology,
processes and people. It is undeniable
that the human factor plays a significant
role in cybersecurity.
Hackers have long since realised this
and today, social engineering often
serves as their first step into launching
more sophisticated attacks.
To beat a hacker, you must be able to
think like a hacker. Of course, it isn’t just
one malicious individual that a modern
enterprise is up against, but rather a
score of varied threats.
Diversity can help create a workforce
that reflects the real-world, thus
giving a holistic perspective on the
broad challenge. Problem-solving and
critical thinking are valued traits in a
28
It is undeniable
that the human
factor plays a
significant role in
cybersecurity.
cybersecurity workforce and diversity
helps foster these skills. Cybersecurity
is also a global threat, so having a team
that is comprised of professions from
different social and ethnic backgrounds,
can help deliver invaluable perspective
into the cultural nuances that
cybercriminals look to exploit.
Finally, a strong argument for diversity
in the workforce can be made based on
the cybersecurity skills gap.
According to data from IDG, the
cybersecurity skills shortage is
worsening, with 51% of IT management
professionals noting a cybersecurity
skills shortage issue in 2018.
A more inclusive approach to building
your cybersecurity team can certainly
help address this challenge.
Some measures that organisations can
implement to help build a cybersecurity
team that turns diversity of gender and
ethnicity into an asset include:
Hiring: An inclusive hiring process is the
vital first step to achieving this objective.
Skills, abilities, emotional quotient (EQ)
and other related traits should be the
key criteria in the recruitment process.
Furthermore, fair and transparent
compensation is also essential.
Company culture: Guided by
leadership, a company’s culture should
reflect its commitment to encouraging
diversity. HR can play a key role in this
by highlighting and celebrating various
elements of diversity in the workforce.
Mentoring and training: Retaining
employees and getting the best out of
your workforce requires more than just
fair compensation. All employees should
have equal access to opportunities
to enhance their skills and thereby
accelerate their career progression.
Mentorship programmes can help
employees rapidly upskill and build
strengths in new areas.
Diversity can help
create a workforce
that reflects the
real-world, thus
giving a holistic
perspective on the
broad challenge.
Issue 20
|
www.intelligentciso.com