At a recent panel discussion at global security firm LogRhythm’s cybersecurity summit RhythmWorld Europe 2024 , leaders from various sectors explored the critical issue of the shortage of talent in tech, especially among young women.
The primary cause identified was the fear and lack of confidence instilled in them due to peer pressure and societal norms.
The root of the problem
Pat Ryan, Founder of Cyber Girls First, explained this eloquently by stating that boys often naturally progress towards computers, while girls are frequently discouraged by their peers.
Ryan shared an anecdote from the heritage attraction at Bletchley Park in Milton Keynes – once home to WWII Codebreakers who decrypted the Nazi Enigma machine – where boys pushed girls off computers, reinforcing the idea that tech was not for them.
“I heard a boy say to a girl, ‘Oh, you don't want to do computers. It'll ruin your nails.’ I thought there's got to be a better way to change this perception,” Ryan recalled. “This kind of peer pressure and societal messaging contributes significantly to the talent gap in tech.”
To address this, Ryan’s initiative, Cyber Girls First, The National Cyber Security Centre (NCSC)'s cybersecurity contest for schools, has been working for over a decade to change this narrative. “When I started, the percentage of women in tech was 8%. According to the Department of Employment, it’s now 22%. The girls are finally getting the message,” she noted.
Ryan emphasised that the key is not to force girls into tech but to inspire them by breaking down fear and showcasing the benefits, including equal pay. “It’s about inspiring them, breaking down the fear,” she said. “When they realise they’ll be on equal pay, they get more excited.”
Breaking down fear barriers
Annabel Berry, Founder of The Lamplight and Director of Ladies Hacking Society, agreed with Ryan's assessment and added that capturing girls’ interest before they reach the age of 15 is crucial.
She recounted an event from consulting and IT services firm Accenture where young girls were surprised to see a female employee presenting tech topics. “One of the girls blurted out, ‘You look just like a girl.’ She had clearly thought that the boys called them [girls] nerdy and geeky,” Berry explained.
She stressed the importance of addressing the lack of confidence that stems from peer pressure. Simple comments, like the one about ‘ruining nails’ by using computers, can have a significant impact.
“Silly things like that get young girls to feel less able to do the things they can do in the world of tech,” she said.
To combat this, Berry’s organisation focuses on creating an environment where girls feel it is okay to pursue tech, free from stigma. “It’s very important that we show them not just what’s possible but also that there is nothing to fear,” Berry noted.
Educating teachers on the various paths into tech is also a priority, as teachers often lack awareness of non-linear routes into the industry, she said.
The role of education and role models
Chris Harding, Senior Director of Global Support Services at LogRhythm, shared his personal experience with his daughter, who initially felt uninspired by tech. It wasn’t until she joined the Air Cadets and was exposed to cybersecurity courses that she became interested.
Harding highlighted the importance of making tech fun and engaging, which helps dispel fear and encourages participation. “She came back after not choosing computing and said, ‘Can I go on a cybersecurity course?’” Harding recounted. “This is great. This is my realm.”
Harding also emphasised the need for role models at all levels of business. “The brightest in our squadron are often girls who are passionate about tech,” he said.
By showcasing diverse role models and breaking down complex topics, organisations can inspire young girls and demonstrate that tech is accessible and exciting.
“Just that step into it and learning a little bit about it helps. The fear soon goes because it’s fun, it’s engaging,” Harding added.
Building inclusive cultures
The conversation shifted to the broader need for inclusive cultures within organisations to sustain these efforts.
Gayle Thompson-Igwebike, Director at Next Tech Girls, an award-winning social enterprise firm, pointed out that the tech industry desperately needs a wide range of skills beyond technical expertise, such as communication and the ability to influence and drive change. This broader view of necessary skills can help attract a more diverse talent pool.
Thompson-Igwebike explained, “Inclusive environments and inclusive businesses have better thinking, better performance, more creativity, more innovation, and they tend to be more profitable.”
Inclusivity must be intentional, designed to accommodate and support diverse talent. She shared that simply having a diverse shortlist for job positions significantly increases the chances of a diverse hire.
“It’s about creating a culture where diversity can thrive,” Thompson-Igwebike emphasised. “We need to build inclusive cultures where everyone feels valued and can thrive.”
Practical steps for organisations
To address the talent gap effectively, organisations must take tangible steps to create an inclusive and supportive environment. This includes revising job descriptions to ensure transparency and clarity. Job ads should be specific about the requirements and benefits, avoiding vague language that might deter potential candidates, Thompson-Igwebike said.
She recommended, “Go back, revise every single job description and details that you have. Make sure that what they say, especially depending on who you're trying to capture, is transparent.
“I'm big on transparency. Let people know what it is you want, let people know what you're going to recompense for that. Let people know exactly what your culture and benefits are in terms of what you're offering at your company.” She emphasised the importance of clarity, “It’s crucial to be specific and intentional in job ads to attract the right kind of people.”
In addition, Thompson-Igwebike advised on the significance of training hiring managers and recruitment agencies to communicate effectively and inclusively.
“Retrain yourself, your team, your colleagues, whoever is needed to be trained in terms of like telling them that it's important that you are transparent and that what you say is exactly what you're looking for,” she said. “Inclusivity starts with transparency and clear communication.”
Picture l-r: Pat Ryan, Founder of Cyber Girls First, Gayle Thompson-Igwebike, Director at Next Tech Girls, Chris Harding, Senior Director of Global Support Services at LogRhythm, and Annabel Berry, Founder of The Lamplight and Director of Ladies Hacking Society.
