{"id":109431,"date":"2026-03-03T08:30:04","date_gmt":"2026-03-03T08:30:04","guid":{"rendered":"https:\/\/www.lafosse.com\/?p=109431"},"modified":"2026-03-03T08:30:04","modified_gmt":"2026-03-03T08:30:04","slug":"why-there-are-so-few-women-in-cybersecurity-and-what-needs-to-change","status":"publish","type":"post","link":"https:\/\/www.lafosse.com\/insights\/why-there-are-so-few-women-in-cybersecurity-and-what-needs-to-change\/","title":{"rendered":"Why there are so few women in cybersecurity and what needs to change"},"content":{"rendered":"

The number of women working in cybersecurity is still far too low. Despite growing awareness of the gender gap in tech, cyber\u00a0remains\u00a0one of the most male-dominated areas of the industry. And if\u00a0we’re\u00a0serious about changing that, we need to understand why\u00a0it’s\u00a0happening in the first place.<\/span>\u00a0<\/span><\/p>\n

There are several reasons we see fewer women entering, or working, in cybersecurity. At the core, I believe\u00a0there’s\u00a0still a\u00a0perception\u00a0and representation issue. Not just in cyber, but in tech careers more generally.<\/span>\u00a0<\/span><\/p>\n

By the time career decisions are being made, many women have already self-selected out of highly technical pathways because they\u00a0don’t\u00a0see themselves reflected there. They assume it\u00a0isn’t\u00a0for them. And that assumption goes\u00a0largely unchallenged.<\/span>\u00a0<\/span><\/p>\n

The myth of the traditional route<\/h2>\n

There’s\u00a0a widespread\u00a0perception\u00a0that to work in cybersecurity, you need to have gone down the traditional computer science route.<\/span>\u00a0<\/span><\/p>\n

In reality, we’ve\u00a0seen strong cyber talent come from backgrounds in psychology, physics, the military, and from career switchers across all kinds of industries. The issue\u00a0isn’t\u00a0ability.\u00a0It’s\u00a0finding accessible ways to enter the industry.<\/span>\u00a0<\/span><\/p>\n

This has a very practical consequence. Many cyber roles require experience before you can\u00a0actually get\u00a0experience. The talent pool stays narrow because there\u00a0aren’t\u00a0enough early-career pathways or reskilling programmes available. That directly contributes to the diversity problem.<\/span>\u00a0<\/span><\/p>\n

Where the biggest gender gaps are<\/h2>\n

I see the biggest gender gaps at senior levels and in deeply technical roles.<\/span>\u00a0<\/span><\/p>\n

Through our recruitment business, we work closely with senior cybersecurity leaders and CISOs to address this. But the candidate pool is still heavily male-dominated. While gender diversity at entry level is improving, progression into senior cyber, architecture, and CISO-track roles clearly diminishes.<\/span>\u00a0<\/span><\/p>\n

Getting more women through the door is only part of the answer. What happens after they join matters just as much.<\/span>\u00a0<\/span><\/p>\n

What needs to change<\/h2>\n

There is a very real diversity issue in cybersecurity, but it is underpinned by an overall capability challenge. Cyber skills shortages are significant, and organisations cannot afford to overlook available talent when there is a role to fill.<\/span>\u00a0<\/span><\/p>\n

That means we need to do two things at once: increase the overall number of people entering cybersecurity\u00a0careers, and\u00a0address the specific barriers that prevent women from entering and\u00a0remaining\u00a0in the industry.<\/span>\u00a0<\/span><\/p>\n

There are lots of initiatives out there that widen gender diversity at entry level. But hiring women into cyber without addressing progression, sponsorship, and workplace culture creates retention issues. Women come in, and they\u00a0don’t\u00a0stay. That\u00a0isn’t\u00a0progress.<\/span>\u00a0<\/span><\/p>\n

How La Fosse Academy approaches this<\/h2>\n

At La Fosse Academy, our free programme is designed specifically to widen access into areas like cybersecurity. We select applicants based on aptitude and mindset, rather than prior technical exposure. We then provide structured training and long-term development opportunities that encourage organisations to intentionally\u00a0open up\u00a0career accessibility, which naturally improves representation.<\/span>\u00a0<\/span><\/p>\n

Our\u00a0<\/span>UNBOUND<\/span><\/a>\u00a0network is also playing a role here. Designed to create systemic change for women working in all aspects of tech, UNBOUND is helping to give women and organisations the tools needed to progress,\u00a0dismantle\u00a0and break through the ongoing barriers that prevent women from thriving in the industry.<\/span>\u00a0<\/span><\/p>\n

The road ahead<\/h2>\n

There is still a long way to go. The “1 in 3 by 2031” ambition is possible, but only if organisations actively redesign how they build and progress talent.<\/span>\u00a0<\/span><\/p>\n

That means creating entry points that\u00a0don’t\u00a0demand experience women have had no opportunity to gain. It means investing in progression, not just hiring. And it means building cultures where women\u00a0don’t\u00a0have to choose between ambition and belonging.<\/span>\u00a0<\/span><\/p>\n

Cybersecurity needs more talent. The women are out there. We just need to make the path clearer.<\/span>\u00a0<\/span><\/p>\n

Interested in a career in cybersecurity?<\/h3>\n

Find out how La Fosse Academy<\/a> can help you get started.<\/span>\u00a0<\/span><\/p>\n

\u00a0………………….<\/span><\/p>\n

Claudia Cohen is Director of La Fosse Academy, a free technology training programme that finds and develops diverse tech talent for businesses across the UK. To find out more about the Academy and how to get involved, contact Claudia.Cohen@lafosse.com<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

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