Gender biases, stereotypes and inequities are limiting women’s participation in the Australian cybersecurity sector, according to new research that recommends changes to the current “24/7 culture”.
A report by RMIT cyber and social researchers released on Wednesday found the barriers are making it harder to address gender equity in an Australian sector where less than one in five cybersecurity workers are women.
Shifting the balance to make the workforce more diverse and larger amid a cyber skills crunch will need a systems solution, the report said.
“Research shows that instead of expecting women to adapt to unfair systems, we need to change the systems, cultures and traditions themselves,” it said.
While there have been improving participation rates and many young women involved with cybersecurity, the pace of change is not where it needs to be, those in the sector told the researchers.
Women in Australian cybersecurity also felt pressure to conform to a male environment, experienced bullying, harassment and discrimination, and receive limited organisational support when returning from maternity leave.
The study was conducted by RMIT University’s Centre for Cyber Security Research and Innovation, in partnership with the Centre for Organisations and Social Change for the Australian Women Security Network.
The not-for-profit teamed with the university last year to find women only represented 17 per cent of the cyber security workforce and tend to leave the industry after four years.
The latest study explored why and found no shortage of barriers, including a gender pay gap and limited progression opportunities.
“Unsurprisingly, the study found women are over-represented in administrative and clerical roles, which are lower paid compared to technical and managerial roles,” said study co-lead and director of RMIT’s Centre for Cyber Security Research and Innovation Professor Matt Warren.
“There is a 24/7 culture in cyber security. Job design and work commitments continue to make it difficult for women with domestic or child rearing responsibilities to achieve work-life balance, which is both a barrier for entry and a reason women may leave the sector – although not the only one.”
The study includes recommendations for policymakers and employers, including better training and promotion of the sector for women and public reporting of equality indicators by government.
Cybersecurity businesses are also being urged to review organisational policies and recruitment processes, provide more flexible work arrangements and mentoring programs, particularly for leadership positions.
“While many companies have existing initiatives to reduce gender disparities in cyber security, we found these could be scaled and adopted by more organisations,” study co-lead Associate Professor Lena Wang said.
“In particular, more work could be done around workplace culture and practices such as reducing gender pay gaps, improving gender inclusive culture, and redesigning jobs away from a 24/7 setup.”
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