From true crime enthusiasts to cybersecurity: How some women’s aptitude for problem-solving could make them ideal for cybersecurity roles.

Despite the celebrated response to the pandemic by female leaders, women still trail men when it comes to securing decision-making and C-suite positions.

At the very basic level, ensuring equity is very simply the right thing to do. Today, it has also become a table-stake for attracting and retaining top talent. 

There are opportunities galore for women to make their mark in the cybersecurity and they should be encouraged to explore and embrace them.

Organisations today must strive to constantly recalibrate their processes to promote a diverse, inclusive, and progressive workplace culture.

Diverse teams are known to be more innovative and better equipped to identify new opportunities and solutions that may not have been apparent to a homogeneous group.

When women support and empower each other, we can both increase gender diversity in tech and create real change in the community and our workplaces.

Both last year’s #choosetochallenge and this year’s #BreakTheBias themes for International Women’s Day should serve as a wake-up call to the IT industry.

McGrathNicol cyber partner, Joss Howard specialises in helping companies assess and improve their security posture, developing strategies, and identifying initiatives to achieve cyber best practice.

The IT industry is facing an ongoing problem. The gender balance that has been evident for many years remains entrenched, and a solution needs to be found.

The idea of gender equality represents more than just physical bodies through doors. It is also the notion of perceptions, feelings, stereotypes and opportunity.

Many organisations still struggle to solidify workplace cultures that are inclusive and embrace diversity. Here are four fundamental principles that guide the company’s approach to diversity.

In this interview, we speak with Aussie Broadband's general manager of corporate affairs, Janet Granger-Wilcox about workplace diversity and inclusion (D&I).

"During the COVID-19 lockdown period, having a good leader is beneficial for your wellbeing; it is ‘extra beneficial’ if that leader is a woman."

“The new mentorship is an opportunity to expand our support of the LGTBQI+ community working in tech startups to help them embed diversity and inclusion into their company culture."

Women are unlikely to apply for a position unless they meet 100% of the stated requirements, while men will often apply if they meet 60% of these.

"women around the world have been able to bring a new perspective to the tech industry, and their skills and experience are just as valuable when they feel comfortable enough to impose them."

Rise, a UK-based organisation promoting gender diversity within the broadcast technology sector, is expanding to Asia Pacific and North America.

The Awards, which were established in 2015, recognise Hong Kong business’ efforts to promote LGBT+ equality and inclusion.

The Awards celebrate women’s achievement in the tech industry, and aims to ensure that women are part of history, not forgotten.

According to Twitter's VP of people experience, Twitter needs to be bold, move fast, and get it right.

Women board members take 6.31 years on average to be elevated to a leadership role, compared to 8.02 years for men. 

if gender bias were eliminated from the cybersecurity industries of the US and UK, a total of $43.1 billion and £17 billion would be added to their respective economies, according to data from Tessian.

 The Workplace Gender Equality Agency (WGEA) recently named Konica Minolta for its dedication to gender equality in the workplace.