99% of HR leaders in the cybersecurity industry identify talent shortage as a critical concern, says Deanna Jenkins, the HR Director of APAC at cybersecurity specialist firm Exclusive Networks. And it's not just cybersecurity, although the sector is one of the most affected: tech in general faces a talent crunch.

Half of the problem is simply that half of the workforce is underrepresented. Aspen Institute data, for example, shows that women make up only around 24% of the cybersecurity and technology workforce. And that in turn arises from deeper rooted issues with the industry.

"Historically, tech has been a male-dominated industry, and this has perpetuated gender biases in hiring, promotions, and access to leadership opportunities," says Jenkins. "Cultural factors, including stereotypes about women’s technical abilities also play a significant role. Structural barriers such as unequal access to mentorship, networking, and career development opportunities also contribute to the gap. In addition, women often take career breaks due to caring responsibilities and this often impacts their career progression."

Exclusive Networks has managed to buck the trend, with 47% of its total workforce in the APAC region being women. Of a total workforce of over 700 employees, 43% of managers and leaders are women, according to Jenkins. And over the last year, the company was able to increase the number of females in technical and engineering functions from 7 to 10%.

"50% of our Country Managers are women in countries across APAC including Singapore, Vietnam and Indonesia," she added. "These Country Manager roles are our most senior roles operating our business entity in the countries and we are very proud of this diversity and equality within our team. This also shows our employees what is possible in our organisation and industry."

How do you get so many women into the industry and into leadership positions?

It starts with baking it into the business direction, Jenkins said.

"Diversity, equity, and inclusion are essential success factors for us. As an internationally operating business, we see the DE&I values as key to our long-term business success and as important elements of our corporate social responsibility.... As the tech sector is one of the most diverse and rapidly evolving industries, harnessing the full potential of diverse talent and ideas is crucial to staying competitive and innovative."

Exclusive Networks implemented a global DEI policy in 2023, and as part of this fostering a diverse and inclusive workplace that supports women was made one of the company's top priorities. Some of the key initiatives are:

Increasing women's participation in talent development and leadership development programs, both internal and through collaboration with external partners.

Supporting women's career paths and skill development, providing opportunities to gain diverse experiences through training programs and mobility programs.

Providing mentoring and sponsorship opportunities to help women navigate their careers and gain visibility.

Providing training in diversity and inclusive leadership.

Promoting workplace flexibility.

Addressing gender bias in recruitment and promotions.

Jenkins' team also makes an effort to profile women in the business and use them as case studies and examples of what women can achieve within the organisation.

"A great example of this would be one of our Technical leaders who is based in India. She has progressed from being a junior engineer to now leading a technical engineering team that supports countries across the APAC region. She is a great example of progression and development and has also been a part of our Riseup talent development program," Jenkins said.

What are the next steps for a future with more women in tech?

Focus on gender equality in the workforce, Jenkins said, and encourage more women into the industry across multiple job families - be it sales, technical, marketing or any other important enablement functions. And recognise them once they are there: "We are seeing awards recognising the contribution of women in the information technology and cybersecurity industry and this will assist in supporting the continued focus on the opportunities available for women in the industry."

The industry also needs to prioritise recruiting and supporting women through targeted initiatives like mentoring programs and focused hiring, and importantly, complementing this with actions to ensure gender pay equity via regular compensation audits and providing opportunities for women to advance their careers—such as training, mentoring, and networking opportunities. Additionally, implementing flexible work arrangements and family-friendly policies can effectively support work-life balance and encourage greater workforce participation.

"To ensure continuous progress, companies should set measurable objectives and regularly evaluate their diversity and inclusion efforts.," Jenkins said. Her team provides the Board of Directors with an annual report on the effectiveness of the DEI initiatives. 

A few words of advice to senior leaders aiming to drive gender equality

"Change requires a genuine commitment to shifting both culture and practices over time. It starts at the top—leaders must be role models and champions of change, actively prioritising gender equality through their decisions, daily interactions, and policies. Making women a central part of the plan is key—ensuring they have equal access to career development opportunities and that their voices are heard in decision-making processes."

Jenkins speaks from experience: the CEO and Senior Vice President of Exclusive Networks provide executive leadership and sponsorship to gender equality initiatives.

"By tracking progress, adjusting strategies, and embedding gender equality into the company’s culture and operations, leaders can drive sustainable change, creating a more inclusive and equitable workplace for all. This is how we will continue to achieve superior business results, sustainable growth, and drive innovation, to keep our competitive advantage within our business."