Exemplary leadership is what separates good companies from great ones, and by recruiting diverse cybersecurity leaders for your organization you set it up for success – both in the short and the longer-term. Research shows that diversity improves employee morale, retention, and decision-making and enhances profits, underscoring the myriad benefits your company will gain from your commitment to recruiting diverse cybersecurity leaders.
While it might seem like a challenge, it’s well worth investing in recruiting diverse cybersecurity leaders for your organization. This is the time to do it, and there are many reasons why it should be an essential part of your strategic plan. The plan should be designed to incorporate diversity, equity, and inclusion across all layers of your company. It doesn’t have to be executed overnight, but it should be ambitious, calculated, and sustainable over time.
Just in the past year or so, cybercrimes have increased by 600%, resulting in companies collectively losing $2.9 million every minute. Absolutely no industry is safe. Companies operating in banking, critical infrastructure, energy, fintech, healthcare, and transportation, just to name a few, must make cybersecurity a top priority to avoid data breaches, ransomware, and other cybercrimes. And that begins with recruiting diverse cybersecurity leaders from the Board level down.
Unfortunately, the influx of cyberattacks has contributed to the challenges surrounding retaining experienced cybersecurity professionals. As companies struggle with recruiting diverse cybersecurity leaders, they are left vulnerable to even more attacks. The only surefire way out of this cycle is by working with a respected cybersecurity executive recruiter, like Slone Partners Cybersecurity. With our help, it’s possible to secure the skilled and experienced cybersecurity experts and commercial and marketing leaders you need to take your company to the next growth stage.
The business case for diversity and inclusion in the workplace is stronger than ever, and leadership diversity is critical for addressing key cybersecurity challenges. Cybercriminals continually change their approach to circumvent security measures, forcing organizations to continually monitor and tweak their cyber defense strategies. In 2022, ransomware attacks will undoubtedly continue to increase, ratcheting up the pressure on cyber defense teams to keep up.
To best cope with this game of digital cat and mouse, it’s important for all organizations to place a high priority on recruiting diverse cybersecurity leaders. Diverse leaders bring different backgrounds, skills, and experiences to the table. Diverse teams are particularly essential for effectively tackling cybersecurity challenges as they can combine their unique strengths to find solutions that prevent future attacks.
By recruiting diverse cybersecurity leaders, organizations demonstrate to their employees, customers, and Boards that they are committed to building a more robust and resilient workforce. A diverse workforce speaks volumes to new hires, showing them that your company values them and all types of workers. As a result, they will likely feel more comfortable bringing their unique selves to work. As your team’s collective creative problem-solving abilities expand, burnout will decrease as excessive workload levels decline and the company stops losing valuable talent.
Even though salaries are rising with demand, companies still find recruiting diverse cybersecurity leaders extremely difficult. So, it’s important to focus on diversity from the start, helping to retain your existing team for the long term. Without a focus on retention, you’ll not only remain vulnerable to increasingly sophisticated cybersecurity attacks but also have to compensate for the high cost of turnover. A company with 100 employees, for example, might pay up to $2.6 million per year for turnover and replacement costs alone, especially when losing key leaders in the organization.
A company culture built around cybersecurity begins with great leadership. Your leaders need to encourage secure behavior by introducing security-minded beliefs and practices for all to follow. On top of that, they should invest in all the right technologies and training programs to keep security at the forefront of the organization.
Recruiting diverse cybersecurity leaders is critical in making all that happen. Although a specific department is often charged with developing and maintaining the company culture, a diverse team can help enforce it. All your leaders can serve as good examples by embracing all the top cybersecurity practices in their daily activities. Then, they can work cybersecurity approaches into employee reviews to identify where to apply additional training.
Furthermore, by recruiting diverse cybersecurity leaders, your organization can align its communications to emphasize the importance of a cybersecurity culture using inclusive messaging. As they collectively craft their communications, their varied voices will reach a wider audience, allowing their message to resonate throughout all levels of the company.
In the current job climate, recruiting diverse cybersecurity leaders is definitely a challenge – but our team at Slone Partners Cybersecurity is here to help. As North America’s most respected cybersecurity leadership recruiter, we can connect you with the top talent your organization requires to grow to the next growth stage.
While recruiting diverse cybersecurity talent, we deliver critical team members at all levels, including C-Suite leaders, Vice Presidents, and Board Directors. If you share your goals with us, we can develop the strategy to help build out your perfect leadership team.
Ready to get started in recruiting diverse cybersecurity leaders? Please feel free to give us a call toll-free at 1-866-245-9653. Or you can contact us through our website by filling out this online form. We look forward to helping you with your next leadership search so you can elevate the security, reputation, and future success of your company. We look forward to hearing from you.