Cybersecurity is one of the fastest-growing fields in today’s job market. With the rise of cyber threats, data breaches, and the increasing reliance on digital infrastructures, the demand for skilled cybersecurity professionals has never been higher. Yet, despite this growing need, many people—especially those from marginalized communities—find it difficult to break into the field. Traditional hiring practices, which emphasize degrees and previous experience, can leave out a significant portion of the talent pool.
Skills-based hiring, however, offers a solution. By focusing on what candidates can do rather than where they’ve been, this approach can help marginalized individuals access cybersecurity opportunities and, in turn, help close the talent gap in the industry.
The Barriers for Marginalized Communities in Cybersecurity
Cybersecurity roles are often high-paying and offer long-term career potential, but the path into these roles can be riddled with obstacles, particularly for individuals from underserved backgrounds. The requirement of a four-year degree in computer science or extensive prior experience can create barriers for those who haven’t had access to formal education or who may have taken non-traditional routes to gain relevant skills.
For marginalized communities—whether due to race, gender, socioeconomic status, or geographic location—the challenges are often compounded. Many lack exposure to the cybersecurity field, may not have had access to higher education, or have experienced systemic discrimination that limits their career opportunities. This leads to lower representation of diverse talent in cybersecurity, even as these communities possess untapped skills and potential.
How Skills-Based Hiring Levels the Playing Field
Skills-based hiring removes many of the obstacles associated with traditional job requirements. By focusing on the actual abilities a person brings to the table—whether through formal education, boot camps, certifications, or self-taught learning—companies can uncover talent that may otherwise go unnoticed. This is especially critical in cybersecurity, where the demand for talent is high and the range of skills required is broad.
Here’s why skills-based hiring is essential for providing cybersecurity opportunities to those from marginalized communities:
A formal college degree doesn’t always reflect an individual’s true abilities in cybersecurity. Many skills needed in the field—such as ethical hacking, penetration testing, or understanding how to secure networks—can be learned through non-traditional education methods. Boot camps, online courses, and certifications like CompTIA Security+, Certified Ethical Hacker (CEH), and others provide entry points into cybersecurity. Skills-based hiring values these experiences, allowing individuals without a degree to compete for roles that fit their actual capabilities.
Many people in marginalized communities have developed valuable, transferable skills outside of traditional career paths. Problem-solving, critical thinking, and the ability to work under pressure—qualities essential in cybersecurity—are often gained through life experiences, community leadership, or previous jobs in unrelated fields. A skills-based hiring approach evaluates candidates on these competencies, rather than discounting them because their resume doesn’t match a standard template.
Cybersecurity offers high-paying jobs that can lead to long-term career growth. Skills-based hiring provides a bridge to these roles for people in marginalized communities who have the talent but lack formal credentials. By opening up the hiring process to those who can demonstrate the necessary skills, we can provide individuals with access to careers that can change their financial futures. This opportunity for upward mobility is crucial in breaking the cycles of poverty that many marginalized groups face.
A cybersecurity team that reflects diverse perspectives is better equipped to address the wide range of threats faced by organizations today. Marginalized communities often bring unique viewpoints and problem-solving approaches that can be an asset in cybersecurity roles. Skills-based hiring allows companies to tap into this diversity, making their teams more innovative and resilient in the face of ever-evolving cyber threats.
The global shortage of cybersecurity professionals is well-documented, with some estimates suggesting millions of unfilled positions worldwide. Many of these roles remain vacant because traditional hiring practices limit the pool of qualified candidates. By embracing skills-based hiring, companies can not only fill these positions but also provide opportunities to those from marginalized communities who are eager to enter the field. It’s a win-win scenario: companies gain skilled professionals, and individuals gain access to meaningful, well-paying careers.
Why Now Is the Time to Embrace Skills-Based Hiring in Cybersecurity
The cybersecurity industry is at a critical juncture. The threats we face are growing more complex, and the demand for talent is increasing exponentially. At the same time, marginalized communities continue to be underrepresented in this field. Embracing skills-based hiring can help address both of these challenges by creating a more inclusive, diverse, and capable cybersecurity workforce.
This is particularly important as we see a greater push for social equity across industries. Providing opportunities for marginalized individuals through skills-based hiring not only helps fill the cybersecurity talent gap but also promotes broader societal change by addressing systemic barriers to employment.
Conclusion
Skills-based hiring is not just a trend—it’s a necessary evolution in how we approach talent acquisition, especially in fields like cybersecurity. By focusing on the skills and potential of candidates, rather than their formal education or prior experience, we can open the doors of opportunity to individuals from marginalized communities who have the talent to succeed but have been held back by outdated hiring practices.
At CyberUp, we believe in the power of skills-based hiring to create a more equitable and diverse cybersecurity workforce. It’s time for the industry to recognize that potential can come from anywhere, and by embracing this approach, we can not only strengthen our teams but also create lasting career opportunities for those who need them most.
Let’s build a cybersecurity future that is inclusive, diverse, and focused on what truly matters: skills.