Bridging the Cyber Security Gender Gap: Why Both Mentors and Advocates Matter
What is the cyber security gender gap?
The cyber security gender gap refers to the significant underrepresentation of women in the cyber security industry, where women currently make up only 24% of the global workforce according to the (ISC)² Cybersecurity Workforce Study 2023.
Why does closing this gap matter?
Key takeaway: Diverse teams are proven to be more innovative and effective at identifying security threats, with research showing that gender-diverse companies are 25% more likely to achieve above-average profitability.
“If cyber security is a battlefield, talent is everywhere, but opportunity often isn’t.”
How do you implement effective mentorship and advocacy programmes?
Follow these key steps to create an impactful programme:
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Assess current representation metrics
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Establish clear programme objectives
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Match mentors with mentees based on skills and goals
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Create formal advocacy channels
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Set measurable success metrics
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Review and adjust quarterly
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Gather feedback from all participants
What are the best practices for combining mentorship and advocacy?
“Across the industry, one truth stands out: mentorship teaches skills, but advocacy and allyship open doors. Mentorship alone prepares individuals; advocacy ensures they are seen, credited, and positioned for influence.”
Best practices include:
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Pairing technical mentorship with leadership advocacy
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Creating structured sponsorship opportunities
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Establishing clear progression pathways
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Measuring and reporting on outcomes
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Ensuring pay transparency
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Building external network connections
What challenges might you face?
Common challenges include:
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Resistance to change from existing leadership
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Limited pool of senior female mentors
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Unconscious bias in promotion decisions
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Lack of formal advocacy structures
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Pay equity issues
According to the 2023 Women in Cybersecurity Report, women in cyber security earn 84% of what their male counterparts do, highlighting the ongoing challenge of pay disparity.
How can organisations measure success?
Track these key metrics:
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Representation percentages at all levels
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Promotion rates for mentored individuals
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Pay equity measurements
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Retention rates
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Leadership pipeline diversity
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Project participation rates
What makes advocacy different from mentorship?
Advocacy involves actively championing talent and creating opportunities, while mentorship focuses on skill development.
According to McKinsey, women with advocates are 95% more likely to advance to senior roles compared to those with mentors alone.
How to Build an Effective Advocacy Network
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Identify potential advocates in senior positions
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Create formal sponsorship programmes
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Set clear expectations for advocates
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Establish regular check-ins
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Measure advocacy impact
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Celebrate successful outcomes
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Scale successful initiatives
“Progress rarely comes from imitation or perfection. True growth is layered, iterative, and stronger with each cycle.”
What role do external networks play?
External networks provide additional visibility and support.
“Over the years, mentoring programmes across sectors supported cross-industry collaboration, plugged gaps in professional networks, and provided opportunities for underrepresented groups.”
Frequently Asked Questions
Q: How long should a mentorship programme last?
A: Most successful programmes run for 12–18 months, with regular check-ins and clear milestones.
Q: What makes an effective advocate?
A: Effective advocates have influence, actively create opportunities, and consistently champion their protégés in high-visibility situations.
Q: How can organisations address pay equity?
A: Implement transparent pay structures, regular audits, and clear compensation frameworks while empowering advocates to challenge disparities.
Q: What’s the ROI on mentorship and advocacy programmes?
A: Organisations with strong programmes report 50% higher retention rates and 20% faster promotion rates for underrepresented groups.
Q: How can small organisations implement these programmes?
A: Start with informal mentoring pairs, partner with industry networks, and focus on creating visible opportunities for growth.
TL;DR Summary
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The cyber security gender gap remains significant, with women making up only 24% of the workforce
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Successful diversity initiatives combine both mentorship (skill development) and advocacy (opportunity creation)
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Organisations with strong advocacy programmes show 95% higher advancement rates for women
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Measuring outcomes, ensuring pay equity, and building external networks are crucial for long-term success
“Inspiration isn’t always at the top, it often emerges from the overlooked persistence of peers, colleagues, and teams around us. These are the individuals absorbing knowledge, generating ideas, and thriving in challenging environments. Don’t follow someone else’s path, grow your own brilliance.”
Final Insight
The transformation of cyber security talent development requires more than just surface-level initiatives.
Research from Deloitte shows that organisations implementing integrated mentorship and advocacy programmes see a 43% increase in female representation at senior levels within three years.
These programmes work best when they:
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Create clear pathways for skill development
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Simultaneously open doors to strategic opportunities
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Pair technical mentoring with deliberate exposure to board-level projects
This dual approach has proven particularly effective in areas like threat intelligence and security architecture, where women have historically faced significant barriers to advancement.
