What do you do if your Cybersecurity team lacks diversity and inclusion?

I feel the term 'Diversity and Inclusion' has been misunderstood (and perhaps misused also). We immediately start thinking of gender (and race, ethnicity etc.). But there is a lot to D&I when building teams or Cybersecurity Teams. Additionally please look at the following and attempt to draw a balance as well (thinking of Equity also to make it compete DEI): a) age b) education c) skills d) experience e) disability (physical, visible/ invisible) f) background h) interests and hobbies i) capabilities (role-related/non-role-related) While building such a team you will also need to look at some other points like: a) gaps b) biases c) barriers d) issues e) strengths f) weaknesses g) risks h) opportunities This is a big task!!

Evaluate the current composition of your cybersecurity team to identify diversity and inclusion gaps. Look at demographic data, team dynamics, and feedback from team members. Consider factors like race, gender, ethnicity, age, and cultural background. Determine the extent to which diverse perspectives are represented in decision-making processes and team collaboration. Use this assessment to develop targeted strategies for improvement.

Initiating an assessment of your team's current diversity and inclusion landscape is crucial. This involves employing a variety of tools and techniques—surveys, interviews, focus groups, performance evaluations, and relevant metrics—to gather comprehensive feedback and data from team members. The objective is to evaluate not only the demographic diversity, encompassing aspects like gender, race, ethnicity, age, disability, and sexual orientation, but also the cognitive diversity, which includes skills, experiences, backgrounds, and perspectives.

Set achievable objectives and take steps to close the diversity and inclusion gaps in the cybersecurity team. Establishing diversity goals and inclusion metrics to track progress is the first step. Employ inclusive hiring procedures, such as blind CV screening and diverse interview panels, to draw in a broader range of applicants. Team members can be educated on the importance of inclusivity and unconscious bias with diversity training. Establish a welcoming environment by encouraging open discussion, valuing diverse viewpoints, and providing opportunities for marginalized groups to flourish. Support affinity groups and mentorship programs to encourage career advancement and ensure long-term retention.

The crucial concluding phase in enhancing your team's diversity and inclusion involves diligent monitoring and evaluation of the progress and impact made. This necessitates the consistent gathering and analysis of data and feedback, juxtaposing them with the established baseline and set objectives. Engaging team members and other stakeholders for their insights, experiences, and recommendations is vital in this process.

Creo que tener diversidad e inclusión es fundamental hoy en día en los equipo . Aunque en ciberseguridad es difícil pero creo que es barrera ya se rompió . Los equipos mixtos en todos los aspectos funcionan mejor .

Building such teams is a Change Program, a Transformation Program. This will need investment - time, money, effort. You may not be able to hire all such people, so may have to develop such traits internally through training and awareness. By the way, please do not miss to understand that there may be some resistance also to this program.