Cybersecurity is changing, and with it, the workforce. Women now make up 22% of global security teams, up from 17% in 2023. That’s progress, but the reality is still far from ideal. The U.S. lags slightly behind at 19.2%. While hiring numbers are moving in the right direction, workplace challenges remain, especially when it comes to job stability and career progression.
The problem is as much about getting women into the field and as it is keeping them there. Many organizations still lack female representation altogether, 16% of cybersecurity teams have no women at all. Even when women are part of the workforce, they’re more likely to be impacted by layoffs, budget cuts, and hiring freezes. If diversity efforts are only focused on recruitment, without addressing retention and long-term career growth, the industry won’t see meaningful change.
Cybersecurity thrives on innovation, and innovation thrives on diverse perspectives. Business leaders need to make sure women in cybersecurity have the same opportunities as their male counterparts, in getting the job, in keeping it and advancing in it.
Women in cybersecurity are more vulnerable to layoffs and job instability
More women are entering cybersecurity, but they’re also losing jobs faster than men. According to ISC2’s latest study, 32% of women reported layoffs in their organizations, compared to just 23% of men. Women are also more likely to experience cybersecurity budget cuts, hiring freezes, and stalled promotions, factors that add up to instability and lost opportunities.
Cybersecurity is already facing a talent shortage. Cutting jobs disproportionately in a way that affects women more than men is bad business. If you want a resilient, skilled security team, you don’t sideline an entire segment of qualified professionals.
Retention matters. If your security team is experiencing cutbacks, make sure those decisions are based on performance and value, not outdated biases or short-term cost-cutting measures that hurt long-term success.
Job satisfaction among women in cybersecurity is declining
Even the most passionate employees won’t stick around if they don’t see a future. Women in cybersecurity are still reporting strong job satisfaction, 67% in 2024, but that number is falling. Just two years ago, it was 82%. The same pattern holds for men, but the decline is sharper for women. This drop is tied to increasing workloads, job instability, and economic pressures.
This should be a red flag for any organization that values long-term talent retention. High-performing cybersecurity professionals don’t leave because they lack skills. They leave because they’re burned out or see no clear path forward. If job satisfaction keeps dropping, companies risk losing skilled workers not just to competitors, but to entirely different industries.
Fixing this isn’t complicated. Competitive pay, clear promotion paths, and supportive workplace policies make a difference. If leadership doesn’t take action, expect to see more talent walk out the door, right when cybersecurity threats are increasing.
Women in cybersecurity hold senior roles but struggle to reach executive leadership
Over half of women in cybersecurity (55%) are in managerial or higher roles, and 53% have hiring authority. It means women in the industry are making decisions, leading teams, and shaping the future of cybersecurity.
But here’s the catch: only 7% of women in cybersecurity hold executive positions like Chief Technology Officer (CTO) or Chief Information Security Officer (CISO). The gap between leadership and executive roles is huge.
For companies serious about cybersecurity leadership, this is a fixable issue. Create clearer pathways to executive roles. Remove barriers that prevent women from advancing. The best security strategies come from diverse leadership teams, ones that reflect the global threats they’re defending against. More perspectives at the top mean better decision-making and stronger security outcomes.
If cybersecurity is going to keep up with growing threats, it needs the best talent available. That means fixing the leadership pipeline, making executive roles more accessible, and making sure the best people, regardless of gender, can rise to the top.
Key executive takeaways
- Women are gaining ground in cybersecurity but face systemic barriers: Female representation in cybersecurity has grown to 22%, yet 16% of teams still have no women. Hiring alone isn’t enough, leaders must focus on retention and career advancement to drive real change.
- Women experience higher layoff and job instability rates: Women in cybersecurity are more likely to face layoffs, hiring freezes, and budget cuts than men. Decision-makers should make sure cost-cutting measures don’t disproportionately impact female professionals, weakening long-term talent retention.
- Declining job satisfaction signals retention risks: Job satisfaction among women in cybersecurity has dropped from 82% in 2022 to 67% in 2024, largely due to rising workloads and job insecurity. Organizations must address burnout and offer clear career paths to keep top talent engaged.
- Women in cybersecurity hold leadership roles but struggle to reach the c-suite: While 55% of women in the field hold managerial roles, only 7% reach executive positions. Companies that invest in leadership development and executive mentorship will build stronger, more diverse cybersecurity teams.
