[Podcast] How Infosec Can Implement Diversity & Inclusion Programs to Address Workforce Shortage and Make More Money Too

[Podcast] How Infosec Can Implement Diversity & Inclusion Programs to Address Workforce Shortage and Make More Money Too

Data breaches keep on happening, information security professionals are in demand more than ever. Did you know  that there is currently a shortage of one million infosec pros worldwide? But the solution to this “man-power” shortage may be right in front of and around us. Many believe we can find more qualified workers by investing in Diversity & Inclusion programs.

According to Angela Knox, Engineering Director at Cloudmark, “We’re missing out on 50% of the population if we don’t let them [women] know about the job.”

For skeptics: creating a more diverse workplace isn’t about window dressing. It makes your company more profitable, notes Ed Lazowska, a Professor of Computer Science and Engineering at the University of Washington-Seattle. “Engineering (particularly of software) is a hugely creative endeavor. Greater diversity — more points of view — yields a better result.”

According to research from Center of Talent Innovation, companies with a diverse management and workforce are 45 percent more likely to report growing market share, and 70 percent likelier to report that their companies captured a new market.

I wanted to learn more about the benefits of a D&I program, and especially how to create a successful one. So I called Allison F. Avery, Senior Organizational Development & Diversity Excellence Specialist at NYU Langone Medical Center, to get the details from a pro.

She is responsible for providing organizational development consultation regarding issues such as diversity and inclusion, performance improvement, workforce engagement, leadership development, and conflict resolution.

In part one of our interview, Ms. Avery sets the foundation for us by describing what a successful diversity & inclusion program looks like, explaining unconscious bias and her thoughts on hiring based on one’s social network.

And next week, we cover hiring for skill set or diversity (the short answer: neither), hard skills versus soft skills, and how to create a successful diversity & inclusion program.


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