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Looking around a large security conference like the upcoming RSA show in San Francisco, it would be understandable to think that the cybersecurity industry is rife with women, that their numbers are now on par with their male counterparts. And while great strides have been made over the last nearly two decades, as we kick off Women's History Month, the numbers aren’t close. Women make up just 22 percent of the security workforce and only seven percent hold C-suite positions, according to the most recent ISC2 Cybersecurity Workforce Study. And unfortunately, pay disparity stubbornly continues.
Some of the unevenness is more subtle. Women tend to leave their cyber jobs in the middle of their careers…for a variety of reasons. ISC(2) findings show that they are at least slightly more likely to be affected by layoffs and job freezes. And some workplace environments continue to be less inviting for women, who often fall prey to subtle—and perhaps unintended—bias.
Key Stats: Women in Cybersecurity
But despite all that, women succeed. More than half (55 percent) are in managerial or higher roles and nearly as many (53 percent) are hiring decision makers. They also express satisfaction with their jobs on par with men—about two-thirds are satisfied—though satisfaction has steadily declined over the last couple of years, down from 82 percent in 2022.
At a time when cybersecurity teams worldwide face severe talent shortages, expanding opportunities for women is not just a matter of equity. It is a strategic imperative for organizations that need deeper technical expertise and broader perspectives to combat increasingly sophisticated threats.
There are steps women can take to strengthen their positions within the cybersecurity industry—but the responsibility should not fall solely on them. Given women’s demonstrated expertise, enthusiasm, and job satisfaction in the field, organizations would be wise to actively recruit, support, and retain women. This is especially important as cyber threats grow in number and complexity and as artificial intelligence reshapes the cybersecurity landscape.
What women can do
Find allies. Cybersecurity is a relationship-driven field. Like-minded colleagues—and professionals at different stages of their careers—can offer valuable advice and support as you sharpen your technical skills and move your career forward.
Collaborate. Trust and credibility are built through collaboration. Working with others to solve problems, innovate, and share responsibility strengthens both professional relationships and technical expertise.
Join professional groups for women in cybersecurity. Organizations such as Women in CyberSecurity (WiCyS), Women’s Society of Cyberjutsu (WSC), the Executive Women’s Forum (EWF), and Girls Who Code provide valuable education, networking opportunities, and mentorship that can help accelerate career growth.
Connect with a mentor. Many organizations offer mentorship programs. If yours does not, advocate for one—or seek out a mentor within your organization or professional network. Mentors can serve as sounding boards and career coaches, helping you navigate workplace culture and organizational dynamics.
Continue your education. Cybersecurity evolves rapidly, making ongoing education essential. Research from ISC2 shows that women in security are highly educated: nearly half hold a master’s degree, and 58 percent have advanced degrees specifically in computer information systems or cybersecurity. Seek programs and certifications that will prepare you for an AI-driven security landscape where both threats and opportunities are changing quickly.
What organizations can do
Create targeted programs. Research consistently shows that diverse perspectives strengthen organizations. Rather than losing talented women to other opportunities, companies should create programs designed to support their advancement and leadership development.
Offer flexible work arrangements. Flexible work benefits all employees, but it can be especially valuable for women who often shoulder additional caregiving responsibilities. Organizations should support flexible schedules while also finding ways to maintain strong collaboration and relationships in remote or hybrid environments.
Build strong mentorship programs. Mentorship offers employees a trusted space for guidance, career advice, and honest discussion. Effective programs do not require large budgets—just commitment, participation, and thoughtful facilitation.
Develop clear career paths. Transparent advancement criteria benefit everyone, but they can be especially impactful for women. Clear expectations, defined milestones, regular performance reviews, and visible promotion pathways help level the playing field across organizations.
Increase women’s visibility. Look for opportunities to elevate talented women as speakers at conferences, panelists at events, and leaders of webinars, seminars, and podcasts. This isn’t about excluding men—it’s about deliberately recognizing and showcasing the full depth of talent within your organization rather than relying on the same familiar voices.
Close the pay gap. Compensation should be based on merit, not gender. Yet historically, men have often had greater opportunities to build the experience that defines “merit.” Organizations must ensure women receive the same opportunities to develop skills and leadership experience—through mentorship, training, and advancement programs—so compensation truly reflects ability and contribution.
Women entering or advancing in cybersecurity can continue to build networks, pursue education, and seek mentorship that accelerates their growth. When both individuals and organizations commit to these efforts, the industry becomes stronger, more innovative, and better prepared to defend against the evolving threat landscape.
As cyber threats accelerate and the industry faces a persistent talent shortage, expanding opportunities for women is both a strategic necessity and a competitive advantage. Organizations that invest in diverse leadership today will build stronger, more resilient security teams for the future.
Tech-Channels will continue highlighting the women shaping cybersecurity today, along with the allies across the industry who are helping create a stronger and more inclusive future. Stay tuned for upcoming interviews, profiles, and team spotlights.
