Diversity, Equity, and Inclusion in Cybersecurity

As threats become more complex in the cybersecurity industry (and adversaries more sophisticated), organisations face mounting pressure to build agile, resilient, and forward-thinking security teams. But one of the biggest challenges the industry faces is in its people. In 2024, ISC² estimated the global cybersecurity workforce shortage at over 4 million professionals.

One of the most effective strategies to address this talent crisis is diversity, equity, and inclusion (DEI). Diverse teams help an organisation to think differently, challenge conventional ideas and also bring a range of perspectives and experience to the table. It’s a great counter to homogeneous thinking and problem-solving, which can be a vulnerability, especially in cybersecurity risk.

Why it matters?

Cybercriminals are global, diverse, and adaptive. To keep pace, cybersecurity teams must reflect the same breadth of thought, experience, and cultural intelligence. According McKinsey & Company's 2020 report, ‘Diversity Wins: How Inclusion Matters’, companies in the top 25% for ethnic diversity are 36% more likely to outperform their industry peers on profitability. Unfortunately, cybersecurity remains one of the least diverse fields in tech. Women represent just 24% of the global cyber workforce (ISC², 2023), and ethnic minorities remain significantly underrepresented. Tapping into underrepresented groups isn’t just the right thing to do, it’s also a practical response to the skills shortage. Recruiting for diversity opens the door to untapped talent pools in a market where every skilled hire counts.

DEI as a Security Strategy

CSOs and CISOs are increasingly recognising DEI not as an HR initiative but as part of a robust security strategy. A 2023 report from CSO Online highlighted that inclusive teams outperform in areas like incident response and threat anticipation, core functions in cybersecurity. Diverse staff are also more likely to raise concerns or challenge status quo thinking, reducing blind spots in strategy. Achieving meaningful DEI outcomes requires proactive change. This can look like inclusive job descriptions, flexible working arrangements, structured mentorships, and leadership that looks after its teams.

The Role of Recruiters

Recruiters, HR and hiring teams have a unique opportunity and responsibility to lead on DEI. This means advising clients to go beyond ‘culture fit’ and seek ‘culture add’, widening their search beyond traditional backgrounds or degree pathways. It also means educating hiring managers on unconscious bias and supporting inclusive hiring processes.

In an industry built on anticipating the unknown and defending against the unpredictable, diverse thinking isn’t optional, it’s essential. DEI helps us build stronger teams, drive better outcomes, and ultimately, protect more effectively. As threats evolve, so must our teams. Diversity, equity, and inclusion are not a ‘nice to have’, they’re mission-critical to the future of cybersecurity.

Whether you’re looking to land your next cybersecurity role or make your move up the career ladder, the Decipher Bureau team is here to help. With offices in Brisbane, Sydney, Melbourne, and Canberra, and a skilled team with global reach, we’re here to support your next career move. Contact us for a confidential chat with one of our expert consultants, and let’s work together to find your perfect role.