The security industry has long been perceived as a male-dominated field. According to the Royal Melbourne Institute of Technology’s (RMIT) analysis of 2021 Census data, women make up only 16% of Australia’s cybersecurity workforce—a statistic mirrored globally. This gender imbalance is more than just a numbers game; it has profound implications for the industry’s capacity to innovate, problem-solve and address the diverse needs of the communities it serves.

Rebranding security

For years, gender stereotypes have significantly influenced perceptions of which jobs people can—or should—pursue. The security sector, traditionally associated with long hours, night shifts and a conservative culture, has often been perceived as an exclusive domain for men. These societal stereotypes, compounded by a lack of visible female role models, have long deterred women from considering careers in security.

However, the industry’s landscape is rapidly evolving, with rebranding efforts gradually broadening its appeal. No longer limited to physical guards and CCTV cameras, today’s solutions encompass cloud computing, the Internet of Things (IoT) and artificial intelligence (AI). With the growing number of women entering science, technology, engineering and maths (STEM) fields, a career in security is no longer as exotic or out of reach as it once seemed. The Australian Women in Security Network (AWSN) reports that the employment of women in cybersecurity has seen a near four-fold increase from 2016 to 2021, signalling a promising shift.

Diversity brings rewards

With the increasing need for diverse perspectives to address complex security issues, the inclusion of more women in security roles is not just a matter of equality—it’s a business imperative.

Homogeneous teams are more prone to groupthink, which limits their ability to approach challenges from multiple angles. In contrast, diverse teams bring a wider range of perspectives and insights. The 2023 report by McKinsey, part of their “Diversity Matters” series, suggests that companies with diverse boards are more likely to outperform financially and have a greater social impact, indicating a strong correlation between leadership diversity and holistic growth. In the dynamic security industry, this innovative advantage can contribute significantly to staying ahead in the market. 

Moreover, as security becomes more deeply intertwined with community wellbeing, companies that fail to reflect the diversity of the communities they serve risk losing touch with evolving market needs and preferences. This disconnect can result in reputational damage, loss of trust, and ultimately, business setbacks.

Improving diversity step by step

To harness the benefits of diversity and avoid the pitfalls of inaction, security organisations must take deliberate steps to attract and retain women in the industry.

Tackling unconscious bias is a crucial first step. This can be achieved through training to create awareness about bias recruitment, particularly those involved in hiring and promotion decisions. Fostering inclusive cultures means creating an environment where all employees feel valued and heard. 

Developing targeted recruitment strategies is another area for improvement. By partnering with universities and professional organisations, companies can attract more women to STEM and security-related fields. For example, Axis works with a local agency in Australia, helping mothers returning to the workforce to rebuild their sense of independence and contribution that supports mothers returning to work by providing skills, confidence and knowledge to re-start a former career or begin a new job path with Axis. 

Showcasing female role models in recruitment materials and at industry events can also help break down stereotypes and encourage more women to pursue careers in security.

While attracting women to the industry is important, we must also focus on retention and advancement. Structured initiatives that support the career development of women in security roles, such as training and mentorship programs, can help to promote them into leadership positions, creating a pipeline of diverse talent for the future.

Another smart strategy is boosting participation in women-focused security events, providing women with the platforms to network and learn from others in the industry. By actively engaging in these spaces, companies position themselves as champions of diversity and can better attract women into security roles.

The future is now

As we look to the future, it is evident that the security industry will face challenges that require flexible thinking and innovative approaches. This moment offers a unique opportunity for companies to lead by example, showing how diversity fuels innovation, sharpens problem-solving and ultimately, creates stronger security solutions.

As leaders, our priority is finding the best talent, regardless of gender. However, we must also have patience to recognise that filling certain roles with candidates from underrepresented groups may take more time. There are many competent women out there, and while it may take extra effort to find them, the results are worth it.

By embracing gender diversity, we’re not just building better security teams – we’re co-creating a better, more secure future for everyone.