Mind the GAP The recruitment challenge in cyber & - PowerPoint Presentation

Mind the GAP The recruitment challenge in cyber &information security Muntaser BdairBusiness Development Middle East, (ISC)2

22,000+ MEMBERS IN EUROPE, MIDDLE EAST AND AFRICA 125,000+ MEMBERS AROUND THE WORLD

We are Globally known as the non-profit leader in educating and certifying cyber, information, software and infrastructure professionalsHelping thousands of professionals be recognised for their knowledge of current practices and required skills in security through a range of certifications including our acclaimed Certified Information Systems Security Professional (CISSP) But our work doesn’t stop here…

Helping Members Grow professionally throughout their careersCollaborate / share insight on current issuesDevelop their communityLead thought/develop understandingBecome ambassadors for a common missionAmplify their influence across society

Curating Front-line Knowledge Certifications & education Subject focused task forces (GDPR, IoT) Speaker & writers bureaus CISO round tables (ISC) 2 Regional Secure Summits Chapters around the world Research & policy consultations extensive & current; best practice; enhances understanding

8th Bi-annual study, first released in 2004 – Developed by the Center for Cyber Safety and Education in partnership with Frost & Sullivan- 19,600 - 12,300 were (ISC)2 members and 7,300 were non-members surveyed June 2016 – August 2016 518 Middle East; 330 GCC; 149 UAE Global Information Security Workforce Study

Varied Reports Feedback from professionals regarding certification, training and educational requirementsTrack trends/issues as seen by practicing professionalsUnderstand potential gaps in organisational security and workforce requirements

8Job Market Concerns Global workforce gap up from 1.5 to 1.8 million by 2022.Unemployment tightening: 2% (4% in 2012); 84% ME are permanent employees.High churn in ME 21% changed jobs while still employed (Global 18%; Europe 16%) Higher for under 29s 32% (28% global; 30% Europe) 62% of ME respondents report too few skilled people today! Salaries rising – 60% ME salary increase; 15% higher than 10%

Workforce Profile 518 Middle East330 GCC149 UAE

Roles in the ME Managers & Strategists – 34% (13% report to BoD ) Builders – 15% Operators – 10% IT Focus -10%

DemographicsYounger than global average -11% in ME under 29 Top 3 Employers:Consultancy (27%)Finance (20%)Government (10%)Large organisations (> 10,000 employees) make up 23% of employers 95% male 11

Characteristics 50% over 10 yrs experience 95% university; 39 % masters 86% worked in IT previously 50% comp sci; 33% engineering degrees 19% non comp Sci or engineering degress Varied professional affiliations 12 40% information security professionals;19% security consultants; 13% IT professionals;11% cybersecurity or risk; Engineers, auditing, IA, software, data privacy …

Market indicators Spending, hiring, training,

Spending on the Rise 14

Significant Team Growth 59% hiring mangers in ME sample; 22% adding at least 20% to teams

Rising Investment in Training 50% received more training than in the previous 12 months/only 15% decreased 60% (62% UAE) expected an increase in the next 12 months 43% say their organizations do not provide adequate professional and training for their infosec workforce (compared to 33%/37% Europe/Global)

Talent Pool Not Growing With Need 15% non-managerial 17% entry level

Why the Gaps

Feeling the Impact At least 50% say shortage significantly impacts each of:Infosec workforceNumber of breachesOrganisation as a whole Customers

Job Market Barriers Myths, priorities, habits

Limited Understanding Over reliance on the technical concepts that are easy to understand Dominance of ‘buy-in rather than train culture’ Lack of Maturity No clear routes to join Difficult to assess raw talent Churn creates disincentive to train

Mismatch of priorities – Global 22

New Thinking Needed 94% Middle East!

Where recruiting

New Thinking talent, incentives, and more

Untapped Talent 11 % under 29 years Only 5% are female 16% non-IT background

Young worker values   Gravitating away from traditional hierarchy Perks over pay Mentoring & Leadership Training & prof certsFlexibility & job diversity 27 21 % millennials aspire to primary role as consultant

Gender Wage Gap – Growing Widest at operational levels

Support Works Behavior & choice rather than policy leads to inequity

Technical Expertise Not Prerequisite

Expand recruitment horizonRecognize dominance of ‘buy-in rather than train culture’ Remove barriers to entry, inequities and develop support programsSell the profession - communicate true requirements and opportunity – not just the technicalDemystify the technical – it is more accessible than many think Call to Action Experience can no longer be core criteria

Answering the call to action New routes to join - International Academic Programme; apprenticeshipsAssociate Programme – one of the fastest growing classes of membership in Europe Chapters welcoming newcomers Centre Scholarships/Commitment to continued research Showcasing Talent

Questions?