A stronger, more inclusive cyber team is instrumental to advancing the industry and creating a more secure world.
In today's rapidly evolving cybersecurity landscape, building an inclusive and diverse team isn't just a matter of fairness—it's a strategic advantage. Understanding and managing bias in hiring, advancement, and retention practices is essential to fostering a workforce that drives innovation, collaboration, and sustained success. As organizations continue to face complex and dynamic security threats, a more diverse and inclusive cyber team is better equipped to solve problems from multiple perspectives, adapt to change, and remain agile in the face of new challenges.
As part of ISC2’s commitment to help the cybersecurity industry become a more equitable and inclusive community, we have joined with Blacks United in Leading Technology International, Inc. (BUiLT) again to develop a toolkit “How to Manage Bias in Cybersecurity” to help information security leaders reduce bias in decision-making processes can have significant benefits, both for individual team members and the organization as a whole.
The new toolkit explains what bias is, what some of the various types of biases are, how to diagnose them, and how to mitigate biases that are negatively influencing employers when hiring, developing, and promoting staff.
One of the most compelling reasons to address bias in cybersecurity teams is the direct link between diversity and innovation. Studies consistently show that diverse teams are more innovative, creative, and better at problem-solving. In fact, a McKinsey report found that companies with more diverse workforces were 35% more likely to have financial returns above their industry medians. When it comes to cybersecurity, this means that teams made up of individuals with diverse experiences and perspectives are more likely to come up with creative solutions to complex problems and identify new opportunities for growth and improvement.
“Reducing bias in the hiring process—whether through blind resume reviews, structured interviews, or targeted outreach to underrepresented groups—ensures that all candidates are evaluated on their skills, potential, and experience, rather than being influenced by stereotypes or unconscious preferences,” said Dwan Jones, Director, Diversity, Equity and Inclusion at ISC2. “This approach helps to create a more equitable and inclusive cyber team, which is better prepared to tackle the multifaceted nature of today's cyber threats.”
This toolkit provides 14 best practices that organizations and professionals can use to eliminate bias from their workplace, including how to:
- Improve Hiring Outcomes: Organizations that actively manage bias in hiring have a broader pool of qualified candidates to draw from. This results in higher-quality hires and the ability to bring in top talent from underrepresented groups. According to a report by the National Cybersecurity Institute, diverse cybersecurity teams are better at detecting vulnerabilities and defending against advanced persistent threats.
- Increase Retention Rates: An inclusive environment doesn't just attract talent—it helps retain it. Employees who feel valued and supported are more likely to stay with an organization long-term. According to Gallup, teams that prioritize inclusivity see a 22% decrease in turnover compared to those that do not, which can lead to significant savings in recruiting and training costs.
- Create Faster Advancement Opportunities: Reducing bias in promotion and career development ensures that all employees have equal opportunities to grow within the organization. A 2020 Harvard Business Review study found that inclusive teams were more likely to promote individuals based on merit, rather than subjective factors influenced by bias. This results in a more engaged workforce, as employees feel that they are advancing due to their skills and contributions, not because of favoritism or discriminatory practices.
- Strengthen Retention and Team Cohesion: A sense of belonging plays a key role in retention, particularly in fast-moving sectors like cybersecurity. Research by McKinsey & Company reveals that companies with diverse teams experience a 20% increase in team cohesion and a 22% improvement in overall productivity. This is crucial for cyber teams, where collaboration and communication are vital in addressing security challenges.
A cybersecurity team's culture directly influences its ability to respond to evolving threats and work cohesively under pressure. When biases are managed effectively, team members feel empowered to share their ideas, question assumptions, and take risks without fear of discrimination or exclusion. This kind of open, inclusive culture is essential for effective cybersecurity, where the stakes are high and collaboration is crucial.
The path to building an inclusive workforce in cybersecurity requires intentional effort and sustained commitment. By addressing and managing bias in hiring, advancement, and retention practices, organizations can create teams that are not only more diverse but also more innovative, resilient, and effective in their roles. The benefits—both in terms of business outcomes and team performance—are clear. Now is the time for cybersecurity leaders to act, ensuring that their teams are not only secure but also diverse, inclusive, and empowered to succeed.
“The intentionality needed to overcome harmful bias includes efforts like our partnership with ISC2,” said Peter Beasley, Executive Director and Chairman of the Board at BUiLT. “We worked faithfully with ISC2 to provide sincere, tangible tips about facing and thriving in this world that’s filled with all sorts of bias. We trust that this toolkit has hit that mark.”
The toolkit with its best practices guidelines and more can be downloaded at the ISC2 DEI Resource Center.