More than ever, cybersecurity risk impacts our healthcare system, politics, economics, professional, and personal lives. Because of its impact, cybersecurity risk continues to be front and center on board and executive agendas. Yet few board members or executives are adequately equipped to know what questions to ask, what to do about it or how to become more knowledgeable in this critical area. Importantly, the reality of cyber risk is that it is a business problem–not an IT problem–so it must be addressed by leadership and throughout the organization as well as collaboratively among organizations in order to be effective. We must build great teams to address cybersecurity!
Sean and Marco were part of the conversation to help raise awareness for cybersecurity in society and to promote diverse, inclusive team-building processes. Stay tuned to this coverage page for some of the presentations and panels from the event.
Panel: Building A Winning CyberSecurity Team: Removing The Talent Blinders
YOUR PANELISTS
Mari Galloway, CEO, Women’s Society of Cyberjutsu / Sr. Architect, Las Vegas Casino
Julian Waits, Chairman, International Consortium of Minority Cybersecurity Professionals (ICMCP)
Wendy Wu, Senior Managing Director, Stroz Friedberg
YOUR MODERATOR
Sean Martin, CISSP, Editor-in-Chief, ITSPmagazine
Companies identify technologies to deploy, processes to employ, and then try to figure out how to make it all happen with a well-rounded staff. To fill the requisitions, many organizations define the roles with the attributes they believe will find them the best, most qualified candidates possible. All too often, however, companies miss the mark — and not by a little, but by a lot!
What’s missing when you are looking to build out a team of information security professionals? Are you attracting the best candidates? Or, are you filtering out good people that could ultimately make a huge, positive difference for the team, your operations, and the top/bottom lines?
During the conversation, the panel reviews:
How best to define the roles to ensure the right candidates find them within your company
How a diverse team — including, but beyond gender — can bring tremendous value to the way the team thinks and performs
How getting people aware of the industry in the first place — attracting a diverse talent pool
What it takes to attract people to the roles we need to fill — filtering in vs. filtering out potential candidates
Setting the team up for success once people are hired
