Organizations should look beyond the usual suspects to find cloud security talent. Long before “labor shortages†became a buzzword for employers, the tech sector was already on alert about a talent shortage, especially in security ranks and particularly where the cloud is concerned. This creates opportunities to increase diversity in this sector, including opportunities for women. But the key to closing this gender gap in cloud security lies with women themselves, discusses Amy Ariel, CMO, Ermetic.
Cloud adoption is on the rise among organizations, thanks to the work-from-home pivot during the pandemic, businesses seeking new efficiencies and agility, and integrating new acquisitions. Gartner has forecast that cloud use will grow almost 22%Opens a new window this year, but that expansion has exposed a major problem: a severe lack of cloud expertise and cloud security expertise. The latest (ISC)² Cybersecurity Workforce StudyOpens a new window found that developing cloud security skills was the top priority for cybersecurity leaders, but they face a shortage of 2.7 million cybersecurity professionals worldwide.Â
Many enterprises don’t have enough internal know-how, and traditional information security staff don’t necessarily have cloud expertise. The London School of Economics was already warning about the shortage of cloud expertise five years agoOpens a new window , and the situation has not improved since. It has become more complex as companies embrace multicloud and hybrid environments.Â
Multiple Layers of the Multicloud
Many enterprises are trying to use automation, artificial intelligence and machine learning to lighten the load on their cloud experts. Still, many vendors’ products assume their users already possess cloud knowledge to be able to operate those platforms. Multicloud operations complicate this because knowledge from one platform doesn’t translate to another.Â
Meanwhile, as more operations move to the cloud, security teams need to connect with all IT and operations teams to achieve successful cloud security. Still, they’re held back by organizational problems. They own responsibility for cloud security, but the execution authority they need to act lies with the different teams, such as DevOps, Development, Governance and Compliance.Â
Organizations need to bring the same innovation to hiring and retaining talent that they’ve got to other facets of their operations. They should look beyond the usual suspects to find the talent to carry them safely to the cloud. But the call to action doesn’t lie just with hiring teams and their organizations. Women without the “right†academic or professional background for a job in cloud security still have it in their power to make it happen.
Addressing the Cloud Security Skills Shortage with Diversity
The twin developments of cloud expansion and talent shortages put even more pressure on organizations to rethink how they hire and train talent. This new reality creates exceptional new opportunities for diversifying the cloud security workforce, including opportunities for women, who only make up only 25% of the cybersecurity workforceOpens a new window . Diversity, equity and inclusion (DEI) programs can help infrastructure and operations leaders address talent shortages, innovation bottlenecks and change resistance.
The (ISC) study recommends looking beyond the traditional backgrounds and career paths to fill security roles that are left begging in this talent shortage. “Old habits in hiring need to change,†the study concluded, recommending a shift in focus from checking credentials and certifications to hiring professionals who show strong problem-solving ability, communication skills, strategic thinking and eagerness to learn.Â
The need to hire for aptitude and attitude shines through today. The survey found 28% of organizations are already doing it and training staff in technical skills. Additionally, 29% are engaging in diversity and inclusion initiatives, and 27% encourage women and minorities to pursue STEM degrees in college.Â
See More: 3 Issues To Consider About Third-Party Cloud Security
Be the Master of Your Destiny
Women must adopt the “Invictus†approach: “I am the master of my fate, the captain of my soul.†Organizations can and should take innovative steps to create new cloud security job opportunities among their otherwise untrained workforce. But if you’re a woman working in another industry – or currently unemployed – and you want to break into the technology field and, specifically, cloud security. Consider skilling up.Â
It doesn’t matter whether you majored in International Relations or the humanities, or if your degree(s) are from decades ago. Make it happen: acquire the knowledge. Take courses; online alternatives abound. For example, Coursera offers a free online course at the University of Colorado on cloud computing security. After getting some grounding, sign up for advanced certifications. Then update your resume with the new skills.
Remember, even traditional IT security personnel need additional training to match their skills to the cloud. This puts women without a background in cloud security on a more even footing and in a position to upskill others already in the industry. After you have coursework on your resume, there’s another vital step on the road to improving your hiring attractiveness: hands-on experience. Take advantage of free resources that allow you to acquire this expertise using real-world security scenarios and tools, like the RangeForce Community EditionOpens a new window .
The human resource field is evolving, especially in technology, where new titles like Chief People Officer and VP of People Strategy reflect changing attitudes towards workers. Once you’re armed with relevant learning, use today’s social tools (think LinkedIn, Twitter, etc.) to network for internships that will enable you to clock “cloud security hours.â€
Speaking of social media, use these tools to create a footprint as a cloud security professional – yes, even if you’re just a novice. Engage in social media conversations and “follow†cloud security influencers. Once you’ve added new skills, share and comment on posts, being sure to add value to the conversation when you do. When you feel ready, study a topic well and write and post a blog on it, embedding cross-links to relevant blogs by others.Â
Bottom line: You can and should establish a professional online cloud security presence for yourself.
More Technology Jobs Automatically
The familiar claim is that automation eliminates jobs. Guess what? It also makes technology jobs more accessible to those without a deep technical profile. New automated cloud security platforms aim at simplifying management and analysis tasks, alleviating the learning curve and the need to master expertise on every cloud provider platform and their proprietary tools. Technology, in this case, can open new opportunities for those who are still in the process of developing the necessary cloud security skills.Â
In the aftermath of the pandemic, many organizations have realized they can hire more easily for remote positions without affecting their operations. This is encouraging, especially for many women, who value the flexibility to balance work and home responsibilities.Â
Now is the time for human resources management, recruiters and cloud security team leaders to change the playbook. As the (ISC)² study prescribed: “Recruit people from different backgrounds who are attracted to the challenges and rewards of a cybersecurity career and are willing to learn.†Now is also the time for women that want to pursue a career in cloud security to skill up, speak up and captain their ship.
Do you think we’ll be able to bridge the gender gap in tech over the next five years? Share your thoughts with us on LinkedInOpens a new window , TwitterOpens a new window , or FacebookOpens a new window . We’d love to get your take on this!