Inclusive Cyber Talent

The Inclusive Cyber Talent project commits to solving the lack of educational diversity within global cyber talent.

Impact Area: ​Education and Employment

Challenge: ​Currently, 70% of cyber talent is sourced from an IT background, which disproportionately affects vulnerable populations, namely women and immigrants, who are left behind in the IT field to begin with. 

Solution: Our skills mapping framework capitalises on the potential of individuals’ existing skills from any education discipline and transfers them to matched cyber roles. We empower companies and education institutions to prioritise resilient diverse talent and zone in on specific skills gaps worth investing in for upskilling and learning.

Montreal hub goals: 

  • Students:  improve non-IT students' employability in cybersecurity, and empower them to find inspiration to make new and meaningful career moves they may not have realised were open to them. 

  • Employers: encourage employers experiment with their hiring practices to make their cyber workplaces more enticing and inclusive to non-traditional workers. 

  • Academia: work hand-in-and with career services to help students from diverse backgrounds to pursue their interests in cybersecurity and increase their post-graduation employability. 

Kigali hub goals:

  • Cyber recruitment statistics in Rwanda showcasing upward trend in more holistic recruitment from different education backgrounds;

  • Rwanda’s cybersecurity education programs open applications to students who do not come from an IT background. (e.g., eliminating a Bachelor in Computer Science as a prerequisite to a Master in Cybersecurity);

  • Education programmes from various non-IT disciplines start to raise awareness about cybersecurity as a potential career path for their students through cross registrations, speaker panels, Career Planning Services advertisements, networking events etc.;

  • Recruitment culture change: cybersecurity job advertisement descriptions begin to be written with less narrow technological focus, instead favouring a balanced mix of analytical and soft skills, and the keen interest to upskill and cross-skill; and

  • Cyber companies instituting robust on-the-job learning and training programmes to meet the ever-evolving cyber field rather than relying on pre-existing technical knowledge.