Women in security: Cultures, incentives that promote retention

Kacy Zurkus

Having a mentor is extraordinarily important, Peeler added. “You need to see where you are headed. There are so many soft skills related to advancement that you are not going to learn in a text book. That person provides you with an objective perspective of your skills and can provide internal political coverage.”

Tina Stewart, vice president of market strategy, Vormetric, also spoke of the value in training programs. “Providing mentors and role models leads to high level of collaboration and having the ability to see how leadership works,” said Stewart.

As far as overt programmatic approach that will attract the best qualified person for the job, Stewart said, “There is a shift in the new generation. Everybody is not necessarily tied to their desks. In the land of security and start up everything is able to be accessed remotely now.”

Having the flexibility to work when and where inspiration strikes rather than the fixed hours at a desk in an office proves to be helpful in allowing women to achieve a better work/life balance. Offering the flexibility for employees to work remotely is an attractive perk for men and women alike. “We’re not worried about how many hours you spend on vacation as long as you get the work done,” said Stewart.

While monetary perks are attractive, “Women are more consistent with finding a job that fits,” said Stewart.  

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