Beyond “You're just not technical”: redefining diversity in tech with CyberWomen
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Until last year, my connection to computer science was a distant memory. The days of coding in Pascal (by choice, no less, in an after-school club) were long behind me, as were my computer-building skills, frozen in time since I last assembled my own PC in 2009. Growing up in a proud family of European teachers and academics meant that unsolicited career advice was the norm at gatherings, as was the pressure on me and my cousins to outperform each other in collecting grades and certificates.
“You’re really good at writing – you should be an English teacher. You will fail anything technical, it’s just not for you.” These were the words of my uncle, an accomplished engineer and programmer, as he tutored me in maths for a year. His judgement felt definitive for teenage me, and a heavy verdict on my future, so much that I’ve struggled to fully separate myself from it to the present day.
The Eastern European emphasis on maths and engineering, combined with the corruption within its education system[1][2], still bears the scars of its Soviet past. I wasn’t alone in feeling that gut punch: after an intense calculus lesson, I watched as my maths teacher advised several female classmates to focus on humanities, as though non-technical fields were somehow lesser. I’ve always known my creative strengths, but I also love science – and I’m good at it. Can’t I do both? Is it audacious to excel at the intersection of creativity and science?
Fast forward 11 years after moving back to the UK, I joined the wave of cybersecurity reskilling through academia. Coming from health and social care, with its predominantly female workforce, it was clear to see the diversity balance in cyber, where the tables had turned. There were few women, non-binary, and trans people, and even fewer visible role models from these groups. Disabled and neurodivergent individuals were similarly underrepresented. I noticed this pattern consistently at conferences, on LinkedIn, and across the industry. While social media is full of discussions about this lack of diversity, how many are truly backing their words with action? The biases may be subtler, but they persist through assumptions about technical ability and hidden barriers to entry – both of which are difficult to challenge and prove.
“You would fit in perfectly with CyberWomen@UWE. You’re a great role model for women.”
Humbled by my lecturer’s words, I joined the University of the West of England (UWE) branch as Postgraduate Vice President without hesitation. What followed was a whirlwind of opportunities, networking, and a supportive student and alumni community leading diversity efforts in STEM. Despite the name, CyberWomen’s vision extends beyond just women; it’s about diversity for all.
In September 2024, the Department for Science, Innovation & Technology reported little change in diversity[3]. According to this report, women represent 17% of the cyber workforce – no change since 2023[4] and a 5% decrease since 2022[5]. Of these, women make up only 12% of senior roles – a 2% decrease since 2022. Trans, non-binary, neurodivergent, and disabled individuals also remain underrepresented, particularly in leadership. The limited data available on transgender and non-binary groups, as acknowledged in a joint report by the NCSC and KPMG UK[6], is especially concerning.
According to the UK Cyber Security Council’s 2023 Equality Roadmap[7], women make up 22% of the cyber workforce. Given that 48% of the UK workforce overall is female, the imbalance is still significant, and this trend extends to other underrepresented groups. Why, after years of discussions, aren’t we seeing real progress?
I see a possible answer: less talk, more action. Founded by Sophie Powell and Jenny McCullagh, CyberWomen Groups C.I.C. are leading by example – but what are they doing differently? “CyberWomen Groups focuses on bringing opportunities to university students while working with local schools to extend resources to underprivileged areas,” Jenny shares. Programs that bridge this gap are essential for improving both social mobility and the overall performance of businesses and organisations. According to a McKinsey report, companies with higher gender diversity are 25% more likely to have above-average profitability, and those with greater ethnic and cultural diversity are 36% more likely to outperform less diverse counterparts[8].
CyberWomen has taken the industry by storm. In just over a year since its launch, it has expanded to eight university branches across the UK, with more to join in the coming weeks. Their Gold Founding Strategic Partnership with BT strengthens their shared diversity missions, and they were finalists for the Cyber Diversity Award at the National Cyber Awards. Through national and branch-level events, CyberWomen provide participants with the confidence and tools to succeed in the cyber industry.
The UWE branch, for example, focuses heavily on school workshops designed to inspire girls to pursue STEM careers. Last year, we were part of EmPowerCyber, an NCSC initiative. Moreover, the UWEcyber academic community continues its outreach work with local schools and colleges – an initiative that CyberWomen@UWE will proudly continue to be a part of.
Let’s not forget the catalyst behind this ripple effect – working together to support and advocate for one another, regardless of background or gender identity. Feminism was never about giving women more privilege; it began with women challenging the status quo, seeking to be treated as equals. At its core, it’s about fairness and ensuring that all individuals have the opportunity to stand on equal footing. Change begins with personal attitudes, which shape culture, societal norms, and ultimately, policy. Our focus is on closing the gap and tackling underrepresentation.
Male advocacy is also very important to this mission. Men hold the majority of senior leadership roles across industries[9], and as such having male advocates in these positions is essential for driving initiatives that promote inclusion and equality. However, advocacy isn’t limited to those in leadership. Men can also be powerful allies in everyday interactions – whether by mentoring colleagues, challenging biases, or promoting individuals for opportunities fairly.
Active engagement from men at all levels helps create an inclusive culture, ensuring that diversity efforts are embedded in everyone’s daily practices, and not just the responsibility of marginalised groups. Kay Adelaja, one of the Representatives for CyberWomen Groups, reflects that “allyship shouldn’t be an empty word; it's about action.” As a man of African heritage who has lived in the UK for most of his adult life, Kay has witnessed “how easily good intentions can ring hollow” if not backed up by meaningful action.
“I joined CyberWomen because I believe in actively building a more inclusive cybersecurity industry for people who look and feel like me,” Kay remarks. “This means challenging my own unconscious biases, amplifying the voices of my female colleagues, and advocating for equitable policies within my own organisation. While I haven't personally experienced overt discrimination, I've often experienced situations where there is just one woman, let alone a woman of African heritage, in the room. This lack of representation speaks volumes. It can be intimidating to voice your opinions or pursue leadership roles when you don't see anyone who looks like you already there.”
He advocates for moving beyond simply acknowledging the problem. “We need to start implementing concrete solutions,” Kay insists, suggesting mentorship programs for underrepresented groups and ongoing diversity, equity, and inclusion training for all employees. In his view, these steps, along with holding leadership accountable for building inclusive teams, are what the future of the cybersecurity industry depends on.
Allyship isn’t just about standing by and agreeing with diversity efforts; it’s about standing in solidarity and actively participating. Equality is a mission for human rights. Whether it’s promoting colleagues, implementing (and measuring) inclusive hiring practices, or challenging biases, both individuals and companies have their share of responsibility in driving change. Equality and equity depend on the inclusion of all voices. With organisations like CyberWomen and many others leading the charge, and supported by a growing network of allies, we can make the industry stronger, more innovative, and truly diverse.
Visit the CyberWomen Groups website if you wish to find out more about the C.I.C.: https://cyberwomengroups.org.uk
Navigate to the “Branches” section for more details on the work of individual branches.
Both the C.I.C. and its university branches have a LinkedIn presence – look up “CyberWomen Groups C.I.C.” or “CyberWomen@“ followed by the name of the branch.
https://www.linkedin.com/company/cyberwomen-groups/
https://www.linkedin.com/company/cyberwomen-uwe/
Claudia Busuioc is a fresh MSc Cybersecurity graduate with a Distinction from the University of the West of England (UWE). With a foundation in health and social care and an undergraduate degree in Genetics, she brings a unique perspective on the intersection of technology and well-being.
Claudia transitioned to cybersecurity after realising that her true passion lies in addressing contemporary challenges in the digital landscape. As the Postgraduate Vice President of CyberWomen@UWE, Claudia is actively involved in organising events that empower early career professionals.
She also contributes to the CTF Creation Team, developing challenges that enhance technical skills. Passionate about sparking conversations around contentious issues, Claudia aims to drive a culture shift within the community and encourage underrepresented groups to pursue careers in STEM. Claudia is also an avid gamer and a fan of all things PlayStation, particularly the Horizon franchise.
[1] https://www.elgaronline.com/edcollchap/edcoll/9781789903768/9781789903768.00010.xml
[2] https://www.econstor.eu/bitstream/10419/198488/1/ceswp-v08-i4-p705-715.pdf
[3] https://www.gov.uk/government/publications/cyber-security-skills-in-the-uk-labour-market-2024/cyber-security-skills-in-the-uk-labour-market-2024
[4] https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/1173325/Cyber_security_skills_in_the_UK_labour_market_2023.pdf
[5] https://www.gov.uk/government/publications/cyber-security-sectoral-analysis-2022
[6] https://www.ncsc.gov.uk/files/Decrypting-Diversity-v1.pdf
[7] https://www.ukcybersecuritycouncil.org.uk/media/yxxfsn2l/the-equality-roadmap-final.pdf
[8] https://www.mckinsey.com/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/diversity%20wins%20how%20inclusion%20matters/diversity-wins-how-inclusion-matters-vf.pdf
[9] https://www.weforum.org/publications/global-gender-gap-report-2023/in-full/gender-gaps-in-the-workforce/#representation-of-women-in-senior-leadership