Women make up only 20% of the global cybersecurity workforce. Part of this gender inequity is due to societal influences. Those lead females to believe technical careers are better suited to boys.
A high number of women who undergo cybersecurity training leave the field quickly. Some suggest the early exit is because of the “boys club” atmosphere of a male-dominated field. Another possibility is women dealing with sexual harassment at work.
Learn about sexual harassment in the workforce and sexual harassment training here.
Challenges for Women in Cybersecurity
Companies are recruiting women into the cybersecurity field. Some challenges women entering the field encounter include:
- Gender Bias—the public views computer fields as a man’s domain
- Gender Disparity—women are the victims of conscious and unconscious workplace discrimination
- Sexual Harassment—often occurs in male-dominated professions
Women are breaking out of stereotypes and moving into leadership roles in cybersecurity. Careers include networking consultants, information security managers, network architects, and security analysts.
Sexual Harassment Definition
Are you wondering, what is sexual harassment? The Equal Employment Opportunity Commission provides the definition. It is the harassment of a person because of their sex.
Harassment includes unwelcome sexual advances. It also covers physical harassment of a sexual nature or requests for sexual favors.
Sexual harassment laws do not need the act to be of a sexual nature. For example, making comments about a person’s gender meets the legal definition.
Sexual Harassment Examples
In 2020 the UK conducted a survey of hundreds of women. The survey shows that 42% of respondents experience online harassment from co-workers. Seventy percent of those do not believe their employers are providing enough protection.
Cyber Security Capital managing director Jane Frankland became a victim of sexual harassment. Soon after she began advocating for a code of conduct. She received messages from many women reporting their own sexual harassment incidents.
The sexual harassment women in both of the above examples experienced vary, including:
- Being groped by another executive at a cybersecurity event
- Receiving inappropriate text messages from a member of a board committee
- Being sent explicit photos
- Bullying, harassment, or malicious embarrassment
- Posts on Facebook criticizing job performance
Women who report incidents often have their complaints dismissed, claiming they are flirts. They are also told that it wasn’t harassment if they were not touched.
Sexual Harassment Training
It is important for employees to receive sexual harassment training for employees. This prevents both in-person and cyber sexual harassment.
Many states are enacting laws mandating both employees and managers receive training. Laws are already in place in six states. Those are New York, Maine, Illinois, Delaware, Connecticut, and California.
Even if not mandated by law you can take action to protect your company against lawsuits. A sexual harassment training course will teach employees how to:
- Identify behaviors that may be sexual harassment
- Define and give examples of two types of sexual harassment
- Define sexual harassment including a bias for discrimination
- Discuss responsibilities of employees in the event of sexual harassment
- Discuss other forms of discrimination related to gender
The recommendation is all employees take sexual harassment training. There are other, more extensive courses available for managers.
Those provide instruction on handling a sexual harassment complaint. This includes the interview process and necessary documentation.
Take Pro-Active Action Now
It is important you stay current on sexual harassment laws. Make sexual harassment training mandatory for all employees and managers.
If you are a victim or witness sexual harassment in the workplace, take a proactive approach. Report any inappropriate incidents immediately. If your workplace does not take action, speak with an attorney about your rights.
