Submitted by [Huxley Barbee]
On March 20, 2024, [The Diana Initiative] and [Black Girls Hack] hosted a webcast of cybersecurity industry leaders who have also been in the trenches improving representational parity within the industry.
Panelists
[Read more about our panelists here.]
The webcast itself was a statement that we all must double down on the diversity, equity, and inclusion (DEI) conversation. Ever since the Supreme Court struck down affirmative action within higher education last summer, there has been an uptick in legal action against corporate DEI initiatives. So, now more than ever, it’s important to discuss representational parity. We thought it would be refreshing to share strategies and tactics of DEI successes that folks could bring back to their organizations.
Any strategy includes a continued focus on DEI even in the face of recent pushback on efforts to improve representational parity. One necessary component is continuing financial support, which applies to both internal employee resource groups (ERGs) as well as external non-profit organizations (such as The Diana Initiative and Black Girls Hack). The panelists offered some tactics to solicit monetary assistance. First, it’s important to stand firm on requests for financial support. For example, it may be worthwhile to refrain from public displays of diversity on behalf of the company until ERGs feel supported.
Related, it’s important to always have documentation on hand for when leadership is ready to have the conversation. The documentation should include details on how the money will be used, costs, and benefits to the company. Be prepared for the three usual counters to DEI: denial (this is not a problem), disengagement (this is not our problem), and derailment (what about all of these other problems). Be ready to answer these challenges. If leadership is not ready to have the conversation immediately, it’s important to add reminders to your calendar to raise the topic again each quarter. Persistence pays off.
Aside from financial support, the panelists also stressed the need for human support, which takes a few forms. Every DEI non-profit or ERG ultimately needs volunteers to accomplish anything. In conjunction, the same organizations do well with support from allies that stay on deck no matter if it’s fair weather or foul. Allies leveraging their networks in support of ERGs go a long way. In both cases, it’s important to raise awareness about these organizations so potential volunteers and allies know the need and opportunity to assist exists.
Another category of folks to engage is middle management. While it is necessary to have support from the top, it is often insufficient if their intent is muted as it propagates down the corporate hierarchy. Often, managers and directors are so driven by short-term OKRs or monthly metrics that they are not afforded the space to listen with intent rather than treating DEI as yet another fire to be doused.
Ultimately, any DEI initiative is no different from our everyday work in security–influencing the organization to do the right thing. Security teams often have to protect everything even though they own nothing. The most effective security teams effect change without authority. That same knack applies to DEI efforts as well.
Aside from DEI success tactics, the panelists also advised early-in-career folks looking for inclusive environments. Suggestions include asking directly about DEI during the interview process, looking for red flags in the questions that interviewers ask, and taking note of the diversity of the interview panel. Additionally, it’s important to review the company’s social media–a sort of OSINT for DEI. See if diversity is part of the organization’s culture beyond just Black History Month, Women’s Month, and other designated times for underrepresented groups.
[Watch the entire webcast here]
If diversity, equity, and inclusion are important to you, please reach out to any local DEI non-profit organization and see how you can help. We are in this together and that includes you!
Related, the panelists encouraged networking. To that end, here is a list of organizations that you may find useful in your career journey.
- AnitaB.org – https://anitab.org/
- Black Cybersecurity Association (BCA) – https://www.linkedin.com/company/black-cybersecurity-association/
- Black Girls Hack – https://blackgirlshack.org/
- Black Girls In Cyber – https://www.blackgirlsincyber.com/
- Blacks In Cyber (BIC) – https://www.blacksincyberconf.com/
- Breaking Barriers Women in Cybersecurity (BBWIC) – https://www.bbwic.com/
- Cyversity – https://www.cyversity.org/
- Empow(h)er Cybersecurity – https://www.empowhercybersecurity.org/
- Girl Security – https://www.girlsecurity.org/
- Hacker in Heels – https://www.hackerinheels.com/
- Latinas In Cyber (LAIC) – https://www.latinasincyber.com/
- Lesbians Who Tech – https://lesbianswhotech.org/about/
- Out In Tech – https://outintech.com/
- Raices Cyber – https://www.raicescyber.org/
- The Diana Initiative – https://www.dianainitiative.org/
- TransTech Social – https://transtechsocial.org/
- Women in Cybersecurity (WiCyS) – https://www.wicys.org/
- Women in Security and Privacy (WISP) – https://www.wisporg.com/
- Women’s Society of Cyberjutsu – https://womenscyberjutsu.org/
Write up submitted by the Moderator, [Huxley Barbee]