Though cybersecurity is at the heart of today’s digital revolution, the sector is still one of the most male-dominated fields in science and technology.
Data from Zippia confirms this imbalance. While women make up 48% of the global workforce, they represent only 24% of the cybersecurity workforce.
The difference is even more pronounced in leadership, where just 16% of cybersecurity industry vice presidents, on average, are women.
“This disparity isn’t just a pipeline problem—it’s also a perception problem. Girls and young women often don’t see cyber security as an accessible career path due to a lack of representation, industry stereotypes, and systemic barriers,” says Lorna Hardie, regional director: Africa, Check Point Software Technologies.
But breaking into cybersecurity isn’t just about numbers; the need to reshape the future of digital defence with diverse perspectives, innovative problem-solving, and inclusive leadership, is highly important.
Cybersecurity Talent Shortage: A Missed Opportunity
The cyber security industry faces a critical talent shortage, with an estimated 4 million unfilled cyber security jobs worldwide according to a recent World Economic Forum report.
The same study found that in Africa, there were only an estimated 20,000 certified cybersecurity professionals on a continent of over 1.2 billion people.
“Cybersecurity is an ultra-dynamic field where creativity and innovation are crucial. Fresh perspectives are essential to staying ahead of cyber adversaries. By attracting more women to cybersecurity, we not only address the talent gap but also enhance problem-solving and security outcomes,” Hardie says.
The Women Defending the Digital Frontlines
Despite the challenges, many women have risen to leadership positions in cybersecurity, proving that they are just as capable—if not more so—than their male counterparts.
“At Check Point, for example, women hold 44% of top leadership positions, overseeing 78% of employees. This is a testament to the company’s commitment to mentorship, leadership programs, and inclusive hiring,” she adds. “Cyber security needs more female leaders to drive innovation and stronger business outcomes.”
“Closing the gender gap in cybersecurity is not just a matter of equality. We need to ensure cyber security careers are accessible and attractive to women. This includes education, professional development, inclusive recruitment measures, and mentorship programs.”
Cybersecurity Needs More Women—But Where Are They?
If cyber security desperately needs talent, and women are proving their ability to lead, why aren’t more women entering the field? The barriers are deep-rooted and multifaceted.
- Lack of Early Exposure & STEM Education Gaps
Despite progress, women remain a minority in STEM fields like computer science, engineering, and IT. A UNESCO science report “To be Smart, the Digital Revolution will need to be Inclusive” found that even though women make up 44% of PhD holders, only 33% of them stay in research roles.
To combat this, Check Point has launched several initiatives to introduce young girls to cyber security early, including:
- SecureAcademy Program – Integrating cyber security into university curricula.
- Graduate & Mentorship Programs – Offering training, networking, and career development for young women entering the field.
- Perception & Confidence Barriers
Many young women still do not see cybersecurity as a viable career path. The industry’s hacker culture and male-dominated image can be intimidating, deterring women before they even start.
Hardie points out, “You can’t be what you can’t see. Seeing women succeed in cyber security sets a powerful example for the next generation.”
- Career Progression Challenges
Even when women enter cyber security, they face challenges moving up the ranks. Women are less likely to be promoted to senior positions, despite being equally productive. Studies show that:
- Women receive 25% less research funding than men according to a recent UNESCO science report “To be Smart, the Digital Revolution will need to be Inclusive”.
- According to the UNESCO report, in New Zealand, for example, a man’s odds of being ranked professor were more than double that of a woman with similar qualifications.
This is why mentorship, sponsorship, and leadership training programs are critical to helping women advance in cyber security.
Building the Future: How to Get More Women into Cybersecurity
- Industry Support & Inclusive Hiring
Companies need to go beyond hiring quotas and create genuine opportunities for women to thrive. At Check Point, 41% of new hires in the EMEA region are women, a step toward balancing representation.
- Stronger Mentorship & Leadership Development
- Check Point’s FIRE (Females in Roles Everywhere) initiative is dedicated to fostering a strong network of women in cybersecurity.
- Formal mentoring programs help women navigate career challenges, gain confidence, and access leadership roles.
- Changing the Narrative
Cybersecurity isn’t just about hacking and coding—it’s about problem-solving, risk management, and protecting digital communities. Encouraging women to explore diverse roles in cybersecurity, from AI-driven security to cyber law, can expand interest and participation.
A Call to Action
As we celebrate International Day of Women & Girls in Science, it’s clear that cybersecurity needs more women—not just to close the talent gap, but to create stronger, smarter, and more inclusive digital defences.
- If you’re a woman considering a career in cybersecurity, seek out training programs, mentorships, and networking opportunities.
- If you’re a cybersecurity professional, advocate for more inclusive hiring and leadership opportunities.
- If you’re a business leader, invest in diversity programs—because a more inclusive cybersecurity industry is a stronger one.
“The future of cybersecurity depends on breaking both (fire)walls and glass ceilings. We can each do much more to ensure the next generation of cyber defenders sees women leading the way,” Hardie concludes.
