The UK’s cybersecurity sector is growing rapidly, yet the gender gap remains a significant challenge. Women currently make up 17% of the UK’s cybersecurity workforce. This is a decline from previous years (UK Government Cybersecurity Labour Market Report 2024). Meanwhile, demand for cyber professionals is soaring, with 50 percent of UK businesses struggling to fill cybersecurity roles (UK Government Cyber Skills Report). With a skills shortage threatening national security and business resilience, attracting more women into the field is not about diversity. It is essential for the future of cybersecurity.
So, how do we accelerate action and encourage more women to build careers in cyber?
Recent Developments in Gender Diversity and Leadership in UK Cybersecurity
The succession of Poppy Gustafsson CBE by Jill Popelka as CEO of Darktrace is a strong example of effective succession planning. It is also a significant step forward for gender diversity in cybersecurity leadership. Gustafsson, co-founder and former CEO of the British cybersecurity firm is one of the most well-known figures in the UK tech industry. She stepped down following Darktrace’s £4.2 billion sale to US private equity firm Thoma Bravo.
Popelka’s progression from Non-Executive Director to Chief Executive Officer reflects a strategic approach to leadership continuity. This planned transition ensured an experienced leader was ready to take the helm, providing stability during the company’s acquisition.
The appointment of another female leader in such a high-profile cybersecurity role highlights progress in gender diversity. It sets a strong precedent for inclusive succession planning in the UK’s cybersecurity industry. Thoughtful succession planning is essential for organisational resilience and long-term success.
Workplace Culture and the Gender Gap in Cybersecurity
A lack of female role models, unconscious bias, and limited career progression opportunities have been identified as key factors contributing to women leaving the cybersecurity industry at higher rates than men. Research indicates that women in cybersecurity often face challenges accessing mentorship, receiving recognition for their achievements, and advancing into leadership positions. These barriers contribute to the underrepresentation of women in the field and a higher attrition rate than their male counterparts. Addressing these issues through targeted initiatives, inclusive policies, and leadership development programs is essential for fostering a more diverse and resilient cybersecurity workforce.
What’s Holding Women Back from Cyber Careers?
A combination of educational barriers, workplace culture, and industry perceptions continues to limit female representation in cybersecurity roles.
- While more schools are incorporating cybersecurity and coding into their curriculum, participation among girls remains low. According to the UK Government Cybersecurity Labour Market Report 2024, just 14 percent of undergraduate and 24 percent of postgraduate cybersecurity students were women. Encouraging early exposure to cybersecurity concepts and providing mentorship can help bridge this gap.
- The lack of female role models, unconscious bias, and limited opportunities for career progression are well-documented challenges. Studies show these factors contribute to higher attrition rates among women in cybersecurity, further widening the gender gap. Creating more inclusive work environments, fostering mentorship programs, and ensuring equal advancement opportunities are crucial to retaining female talent.
- Cybersecurity is often perceived as a highly technical and male-dominated industry, which can discourage women from pursuing careers in the field. However, many cybersecurity roles extend beyond coding and require skills in risk analysis, compliance, incident response, security operations, and customer success. Raising awareness about the diverse career paths available can attract a broader range of talent.
How Do We Get More Women into Cybersecurity?
This year’s International Women’s Day theme is ‘Accelerate Action’, which is precisely what the cyber industry needs to do. Here are some ways to make a real difference.
- Invest in education. Expanding initiatives like the CyberFirst Girls Competition, which has engaged more than 69,000 girls since 2017, can spark early interest in cybersecurity careers (National Cyber Security Centre).
- Create more female role models. Seeing women in senior cyber roles is crucial to breaking stereotypes and inspiring the next generation.
- Foster inclusive workplaces. Companies must tackle unconscious bias, offer flexible working, and ensure fair promotion opportunities.
- Support women with upskilling opportunities. More scholarships and employer-sponsored training can help close the gender gap.
Time for Action – Let’s Close the Cyber Skills Gap
The demand for cybersecurity professionals is at an all-time high. Businesses cannot afford to ignore half of the talent pool. Whether you are a candidate looking for your next role or a hiring manager seeking expert advice on attracting top cybersecurity talent with inclusive recruitment practices, NRG is here to help. Get in touch with Craig Dalziel to see how we can support your cybersecurity hiring strategy.
NRG is proud to partner with CyberNorth for the March CyberSips event, where we will be chairing a panel discussion on how to accelerate action in celebration of International Women’s Day. The panel will feature industry experts including Nichola Hall from Arctic Wolf, Sarah Hibbert from ITPS, Danielle Phillips from CyberNorth, and Mel Gurney from Cyber Punks.
Author Craig Dalziel, NRG Group
