英语
双语
汉语

《网络安全中的女性:我们在哪里,我们要去哪里》

Women in Cybersecurity: Where We Are and Where We’re Going
《网络安全中的女性:我们在哪里,我们要去哪里》
1460字
2019-09-26 19:06
62阅读
《网络安全中的女性:我们在哪里,我们要去哪里》

Meg Whitman, Ginni Rometty, Marissa Mayer and Safra Catz are among the few women who have broken the glass ceiling as CEOs of technology companies. However, while women make up half of the global population, we maintain significantly less representation at the C-Suite level in the technology field and particularly poor representation in cybersecurity. The cause of this may surprise you, but the solution doesn’t require too much effort to implement.

梅格?惠特曼、基尼?罗梅蒂、玛丽莎?梅耶尔和萨夫拉?卡茨打破了男性主导职场这一瓶颈,是为数不多的担任科技公司总裁的女性。尽管女性占全球人口的一半,但在科技领域,我们在高管层的话语权明显减弱,在网络安全领域尤其如此。这样做的原因可能会让您感到惊讶,但是执行解决方案并不需要花太多的力气。

In February 2018, Cybersecurity Ventures optimistically predicted that by the end of 2019, women will represent more than 20 percent of the global cybersecurity workforce. We’re now only a few months away from that prediction either coming true or falling flat. Also noteworthy is the fact that the cybersecurity field still yearns for experts to join the workforce, whether they are male or female.

2018年2月,网络安全风险投资公司做出乐观预测,到2019年底,女性将占全球网络安全劳动力的20%以上。这一预测结果是实现或者落空,只差几个月的时间我们便能知晓。同样值得注意的是,不论性别,网络安全领域仍然热切渴求专家的加入。

It’s estimated that there will be a shortage of nearly two million cyber positions by the year 2022, and this shortage will increase over time unless radical and rapid change becomes a reality. Just take a look at the roster of any cybersecurity event anywhere in the world, and you will see the clear disparity in representation between males and females.

据估计,到2022年,将会有近200万个网络职位出现短缺,而且若非彻底迅速的改变现状,那这种短缺将会随着时间的推移而更加严重。只要看看世界各地的网络安全活动名单,你就会发现男性和女性在代表人数席位上存在明显的差异。

FROM GRADE SCHOOL ONWARD

从“娃娃”抓起

Gender stereotyping from childhood plays a key role in the lack of women in cybersecurity. We must first overcome this challenge at home before overcoming male domination in the cybersecurity workforce.

女性之所以在网络安全参与方面表现不活跃,童年时代留下的对性别的刻板印象扮演了关键角色。在克服男性在网络安全领域的主导地位之前,我们必须首先在国内克服这一挑战。

Invest in STEM. To encourage women to consider cybersecurity as a profession, our education system must offer opportunities for learning at least from middle school, if not through the entire K–12 journey. Federal governments can play a critical role in this journey by creating well-funded and tailored programs in science, technology, engineering and math (STEM) for our future young female population.

投资科学、技术、工程和数学教育。为了鼓励女性将网络安全视为一种职业,即使不能确保从幼儿园至中学12年的教育学习,我们的教育体系必须提供至少从中学开始学习的机会。联邦政府可以通过在科学、技术、工程和数学领域为我们未来的年轻女性创建资金充足、量身定制的项目,在12年的教育过程中发挥关键作用。

Additionally, as a culture, we need to teach and practice that technology—inclusive of cybersecurity—is gender-neutral. Neither cybersecurity nor any line of code has any preference for gender.Participation in and contributions to STEM programs gives young girls a broad glimpse into the bright future, high potential and breadth of cybersecurity, and equally importantly, why this evolving field is so important in our increasingly interconnected lives.

此外,作为一种文化,我们需要教导和实践的技术(包括网络安全)是性别中立的。无论是网络安全还是任何一行代码都没有性别偏好。对STEM项目的参与和贡献使年轻女孩们对光明的未来、网络安全的巨大潜力和广度有了更开阔的视野。同样重要的是,为什么这个不断发展的领域在我们日益相互关联的生活中如此重要。

Scholarships and role models. In university, young female students can often be intimidated by the sheer number of male students in a technology-centric curriculum (or specific courses). Check out the statistics of the graduating class of any major university that offers engineering, science and/or technology degrees: the ratios are striking and significantly skewed. Many female students simply feel there is “no chance” for success in such male-dominated curricula and, as such, enroll with reservations because they have been compelled to do so. Consequently, they eventually never participate in the technology workforce or simply quit and enroll in disciplines that are not technology-related.

奖学金和榜样。在大学里,年轻的女学生常常会被以技术为中心的课程(或特定课程)中男生的数量吓到。看看任何一所提供工程、科学和/或技术学位的专业大学毕业班的统计数据:这个比例是惊人的,而且存在显着的偏差。许多女学生只是觉得,在男性主导的课程中“没有机会”取得成功,因此,她们不得不在注册的时候有所保留,别无他法。因此,他们最终永远不会参与到技术工作中,或者干脆退出并选择与技术无关的学科。

We can overcome these fears by providing merit-based scholarships, co-op programs, academic incentives and workforce internships targeted to educate, excite and attract young females into technology-centric programs, and even more specifically for cybersecurity. This should become required coursework in the freshman year of any technology-centric university. By bringing women entrepreneurs in cybersecurity as guest speakers, lecturers and adjunct professors from the workforce in addition to recruiting more female professors, we can inspire young women to embark on technology-centric programs and degrees, which will help to prepare them better for the workforce and the lucrative field of cybersecurity..

我们可以通过提供以成绩为基础的奖学金、合作项目、学术奖励和岗位实习来克服这些恐惧,旨在教育、激励和吸引年轻女性参加以技术为中心的项目,甚至更具体地说,是为了网络安全。这应该成为任何以技术为中心的大学一年级的必修课程。除了招募更多的女教授,还可以让女性企业家在网络安全领域担任主讲嘉宾,讲师和副教授,以便我们可以激励年轻女性参与以技术为核心的课程和学位,这将帮助他们更好地准备劳动力和利润丰厚的网络安全领域。

Give them the experience: hire a female intern! Finally, as proposed above, we need to hire more female interns starting with high school students and especially into the university years to give them an opportunity in cybersecurity, no matter how simple or advanced the internship or co-op.

给予他们经验:雇佣一名女实习生!最后,正如上面提到的,从高中开始,我们需要招收更多女实习生,特别是进入大学后,给予她们一个接触网络安全的机会,不管实习岗位或合作社有多简单或多先进。

Of course, hiring must be based not only on merit but also on the curiosity, drive and passion of the individual. During the internship, mentorship by female executives who have “been there, done that” can play a significant role in inspiration, talent recognition and eventual workforce retention. The network externality effect of female teenagers should never be underestimated!

当然,招聘不仅要基于个人能力,还要基于个人的好奇心、干劲和热情。在实习期间,“在那里工作过、做过”的女高管担任导师,这在激励员工、认可人才和最终留住员工方面可以发挥重要作用。女性青少年的网络外部性效应不容低估!

Continuous fostering is needed. Inspiring more women to enter cybersecurity is the first challenge. Next, the ability to excel and break through the glass ceiling, which is real and undeniable in the male-dominated cybersecurity workforce. Here are my thoughts on climbing the corporate ladder no matter how small or large the organization.

需要持续的培养。激励更多女性进入网络安全领域是第一个挑战。其次是超越和突破瓶颈,这在男性占主导地位的网络安全工作领域中是真实且不可否认的。以下是我对公司晋升的一些看法,无论公司大小。

LET’S SMASH THE GLASS CEILING TOGETHER

让我们一起打破僵局

Women have to work twice as hard because of our role and responsibility in life outside of the workforce. I speak from experience as I am the mother of two children who not only look up to me but also depend on me. So how can you or your organization help?

由于我们在工作之外的生活中所担负的角色和责任,妇女必须加倍努力工作。我有两个孩子,他们都很尊敬我,也依赖我。那么,您或您的组织如何提供帮助呢?

Acknowledge the gap. We have a problem with gender equality in this country. Recognize this gap, and set monthly, quarterly and annual goals to close this gap in whichever manner makes sense to your organization.

承认差距。我们国家存在性别平等的问题。认识到这一差距,并制定月度、季度和年度目标,通过采取任何对您的组织有意义的方法缩小这一差距。

Conduct positive discrimination through active recruiting. Simply put, we need to recruit more women. Call it what it is, positive discrimination, to balance out our industry. Look, this is the natural course of correction if you want to get to equality. Yes, I know it is challenging especially since the pipeline is sparse; however, we need to start and keep at it. Engage support organizations that are focused on women in cybersecurity. They exist and are already making headway; for example, see Alta Associates and the EWF, and talk to any of the women who are involved in any capacity with these organizations to better understand what support groups such as these can do for you.

通过积极招聘采取一种积极的歧视对待。简而言之,我们需要招募更多的女性。这就是所谓的积极歧视,以此来平衡我们的产业。看,如果你想达到平等,这是自然的修正过程。是的,我知道这是一个挑战,尤其因为渠道并不畅通;然而,我们需要开始并坚持下去。与关注网络安全领域中女性地位的援助组织合作。这种组织已经存在,并且正在取得进展;例如,Alta Associates和EWF,并与参与这些组织的任何身份的女性进行交谈,以更好地了解诸如此类的援助团体能为您做些什么。

Mentorship matters. Leverage women leaders and those upcoming in cybersecurity today as role models. Make a concerted effort to promote the trailblazers who are already in your workforce, but don’t forget to train, coach and mentor new entrants who can also eventually reach the pinnacle of leadership and technical prowess.

指导很重要。把女性领导者和即将在网络安全领域崭露头角的女性作为榜样并向她们看齐。共同努力提拔那些已在你的工作岗位上开拓业务的老员工,但不要忘记培训、指导那些具备达到最高领导能力和技术能力潜能的新入职者。

Make equality a responsibility. Equality is a moral responsibility and has to be a genuine effort by the leaders in your organization. Equality cannot just be an HR or CEO agenda line item. Nor can it be just a numbers game. It has to become a pervasive cultural responsibility that is sourced from our mind and heart. If you are a man or woman, it is your moral responsibility to speak up if you see inequality and to help those just starting out in their career by making a concerted effort to grow your female peers into positions of technical and business leadership that will eventually bring balance and sustainability to your organization. Remember what I said: positive discrimination.

让平等成为一种责任。平等是一种道德责任,必须靠组织中的领导者做出真正的努力来实现。平等不能只是人力资源或首席执行官的议程项目。它也不可能只是一个数字游戏。它必须成为一种无处不在的文化责任,源自我们的思想和心灵。无论你是一个男人或女人,如果你看到不平等现象,为其发声并帮助那些刚刚开始职业生涯的女同事,让她们成长为技术和商业领袖,这是你的道德责任,最终也将给你的组织带来平衡和可持续发展。记住我说过的话:积极的歧视。

WHERE DO WE GO FROM HERE?

我们该怎么办?

It continues to be a slow process, but our society must change its perception of women at the outset. STEM is gender-neutral and must be made available for everyone. Cybersecurity is also gender-neutral and can be taught from an early age. Leadership in technology and business is equally gender-neutral as well. Let’s nurture opportunities for women early and equally as we do for men today.

这仍然是一个缓慢的过程,但我们的社会必须从一开始就改变对妇女的看法。STEM是中性的,必须对所有人开放。网络安全也是中性的,可以在很小的时候就开始学习。在科技和商业领域,领导力也同样是中性的。让我们尽早为女性创造机会,就像我们今天为男性创造机会一样。

At the end of the day, diversity drives creativity. Men and women each bring their own unique skill sets to the workforce and today’s cybersecurity workforce requires a holistic, analytical and diverse skill set. This makes women a key asset to the organization and EQUAL to men.

说到底,多样性驱动着创造力。男性和女性都将自己独特的技能带入职场,如今的网络安全员工需要全面、分析和多样化的技能。这使得女性成为组织的关键资产,与男性平等

Yes, as women, we like to say that we are more supportive, analytical, persuasive, have better intuition and are more detailed oriented than men. But for now, let’s start with nurturing the opportunities available and create equality instead of tagging who is better at what because goodness is not gender, race, religion or country of origin. Goodness is goodness and works best when we are whole and working together as one team.

是的,作为女性,我们喜欢说我们比男性更支持、更善于分析、更有说服力、直觉更好、更注重细节。但现在,让我们从培育现有的机会开始,创造平等,而不是因为善良与性别、种族、宗教或原籍国无关,就给谁贴上更擅长做什么的标签。善良就是善良,当我们作为一个整体,作为一个团队一起工作时,善良是最好的。

We have made some progress towards gender parity over the last 100 years but are still struggling in economics, education, technology and political systems. We have a long journey ahead of us, perhaps another 100 years! I want to augment my role model, the Notorious RBG. Women will have achieved true equality when men share with them the responsibility of bringing up the next generation and in a 40-year span we have four to five female presidents.

在过去100年里,我们在实现性别平等方面取得了进展,但在经济、教育、技术和政治制度方面仍然举步维艰。我们还有很长的路要走,也许还有100年!我想增强我的榜样,众所周知的的RBG。当男性与女性分担抚养下一代的责任时,女性将实现真正的平等。在40年的时间里,我们有4至5位女性总统。

I was fortunate that I was given a chance to work in cybersecurity. We all need to continue to promote females in cybersecurity, and I am 100 percent confident that more women will scale to greater heights if we are simply given the opportunity early on in our lives.

我很幸运,我得到了一个在网络安全领域工作的机会。我们都需要继续促进女性在网络安全方面的发展,而且我百分之百相信,如果我们在更早的时候就得到这样的机会,更多的女性将达到更高的成就。

The views expressed are those of the author(s) and are not necessarily those of Scientific American.

所表达的观点是作者的观点,不一定是《科学美国人》的观点。

ABOUT THE AUTHOR(S)

关于作者

Nahal Shahidzadeh

Nahal Shahidzadeh

Nahal Shahidzadeh is co-founder and COO at Acceptto. She is also an entrepreneur with broad experience covering financial services and managing private funds. Previously, she worked on microprocessor design and development of the Pentium 4 microprocessor at Intel Corp. with eight issued and pending patents.

Nahal Shahidzadeh是Acceptto的联合创始人兼首席运营官。她也是一位企业家,拥有广泛的金融服务和私人基金管理经验。此前,她在英特尔公司(Intel Corp.)从事奔腾4微处理器的设计和开发工作,拥有8项已颁发和正在申请的专利。

0 +1
举报
0 条评论
评论不能为空

熊孩子的内容