2024-08-30 –, Track 2
Can we rely on existing ways of recruiting and retaining talent if we want to build the workforce for the future? Cyber is known as a space for neurodivergent thinkers but how can we create inclusive workplaces to embrace creativity and innovation for the next generation with neurodiversity in mind.
In the rapidly evolving landscape of cyber security, the demand for innovative and creative solutions is at an all-time high. Traditional methods of recruiting and retaining talent are falling short in meeting the dynamic needs of the industry. To build the cyber security workforce of the future, we must rethink our approach to talent acquisition and workplace culture.
Cyber security has long been recognised as a field that attracts neurodivergent thinkers—individuals who bring unique perspectives and problem-solving skills. However, the true potential of these talents remains untapped due to conventional workplace environments that fail to accommodate and nurture their abilities. Additionally, the life experiences and expectations of younger generations, specifically Gen Z and Gen Alpha, are reshaping how we must engage and inspire the next wave of cyber security professionals.
We believe that understanding neurodiversity is the key to creating high performing teams and so is the next step in organisational development and management theory.
Our talk will delve into the following key points:
1. The Value of Neurodiversity in Cyber Security:
* Highlighting the unique strengths that neurodivergent individuals bring to the cyber security field.
2. Challenges in Current Recruitment and Retention Practices:
* Identifying barriers that neurodivergent individuals face in traditional hiring processes.
* Discussing the shortcomings of current workplace environments in fostering creativity and innovation.
3. Generational Diversity: Harnessing the Power of Gen Z and Gen Alpha:
* Understanding the unique characteristics and expectations of Gen Z and Gen Alpha.
* How their life experiences with technology shape their perspectives on careers in cyber security.
* Strategies to attract and engage these younger generations in the cyber security field.
4. Creating Inclusive and Supportive Workplaces:
* Strategies for developing recruitment processes that recognise and value neurodivergent talents.
* Designing workplace environments that accommodate diverse thinking styles and promote a culture of inclusion.
* Implementing mentorship and support systems to ensure the long-term success and retention of neurodivergent employees.
5. Future Directions:
* Envisioning the future of the cyber security workforce with a focus on diversity and inclusion.
* Practical steps organisations can take to transform their talent strategies and workplace cultures.
By addressing these critical issues, my talk aims to inspire people to adopt more inclusive practices, ultimately leading to a more innovative and resilient cyber security workforce. Attendees will leave with actionable insights on how to embrace neurodiversity and generational diversity, harnessing their potential to drive the future of cyber security.
Join us as we explore the transformative power of neurodiversity and generational insights in building a cyber security workforce that is not only prepared for the challenges of today but is also equipped to innovate for the uncertainties of tomorrow.
I am an award winning serial social entrepreneur who talks passionately about neurodiversity. I grew up in a neurodivergent family without realising it, I thought my family were normal but turns out not… well depends how you look at things really. I have never done things in a traditional way - got married at 18, went to uni at 25, when microfiche was still a thing and I still don’t do things in expected ways. Thats why I am submitting a paper to bsides because I am probably not the typical cyber speaker. I ended up in a career in change management after 16 years in law enforcement, doing some of the most exciting jobs you can imagine but the OSA means i can’t talk about that. I have won awards from the BBC for the work we have done at Inclusive Change and even suffered significant head injury when that award literally went to my head (it landed on my head after falling from a shel). I have been recognised by the prime minister for community work and development of a neurodivergent mentoring programme. I now run an organisation that employs 90% neurodivergent thinkers (the other 10% just haven’t admitted it yet). Harry is probably my fave.
A recently re-skilled University of Bath BSc Applied Computing graduate, embarking on a new career path. I have a love for reading, research, all things cyber, CS education and a passion for continued learning.