The tech industry faces a longstanding challenge: achieving gender diversity. Women make up just 27% of the tech workforce, and representation in leadership roles remains low. Despite years of effort, this number has remained stagnant. Silvia Ihensekhien, Director of Information Security and Risk Management at Swire Coca-Cola, shares her insights on how organizations can foster diversity, equity, and inclusion (DE&I) effectively in tech and why it is critical for cybersecurity innovation and resilience.
Leadership commitment: Laying the groundwork for DE&I
“Everything starts at the top,” emphasizes Ihensekhien. She believes leadership commitment is the foundation for driving change in DE&I. Leaders must prioritize diversity and inclusivity with clear, measurable goals to ensure accountability and long-term progress.
Recruitment is a critical first step. Ihensekhien advocates for practices like “blind recruitment” to eliminate unconscious bias and recommends removing gender-based language from job descriptions. Additionally, partnering with organizations that champion women in tech can help attract diverse candidates.
Retention and career development: Paving the way for progress
Hiring women is only part of the solution. Retention and career growth are equally essential. “Once you get them in, how do you retain them in the job and show them a good career path?” asks Ihensekhien. A clear career path supported by programs like mentorship and leadership training can help women see their future within the organization.
Regular career development reviews can identify barriers and create opportunities for improvement. Ihensekhien also underscores the importance of accommodating working mothers. “Some of them are working moms, so you might need to consider flexibility — remote work, flexible hours,” she says.
A comprehensive DE&I strategy also involves educating the entire workforce. “You need to provide DE&I training to foster an inclusive workplace,” she adds, stressing the importance of cultivating an environment where everyone can thrive.
For Ihensekhien, DE&I extends beyond internal policies and requires community engagement. Organizations must engage with external initiatives that promote women in tech. “You need to support and engage with internal and external initiatives to promote women in tech,” she explains. This demonstrates a company’s commitment and builds a supportive community for women across the industry.
Cybersecurity and diversity: A strategic advantage
As a cybersecurity leader, Ihensekhien highlights the unique value diversity brings to this critical field. With a broad range of perspectives, organizations can be more innovative and approach challenges more effectively. Diverse teams enable organizations to develop inclusive security measures that account for all user groups, regardless of gender or cultural background.
Diversity also enhances an organization’s ability to tackle ransomware defense and navigate complex compliance and ethical considerations across regions. “A diverse team provides insights into different cultural behaviors and tactics used in cyberattacks,” says Ihensekhien.
When it comes to the trends shaping cybersecurity, “Everyone is talking about AI...We use AI in cybersecurity to detect and respond to threats. At the same time, zero-trust architecture is another trend because organizations have expanded attack surfaces. The mindset needs to shift from ‘I trust everyone’ to ‘Don’t trust — always verify.’”
Swire Coca-Cola: Leading by example
Swire Coca-Cola demonstrates how organizations can advance gender diversity in tech and cybersecurity. Ihensekhien proudly shares that over 60% of her information security and data privacy team is composed of women — a rare achievement in such a technical field.
“Everyone thinks information security or data privacy is led by a gentleman but for us, it’s the other way around,” she says.
The company also offers programs like C-suite leadership training, equipping women for senior executive and board-level roles. “This program is an excellent opportunity for us to learn about how boards operate and to position ourselves for senior executive roles,” says Ihensekhien.
Celebrating success: The power of recognition
Recognizing and celebrating achievements is essential for advancing DE&I. Events like the Asia Women Tech Leaders Awards play a pivotal role in this effort. “It’s a very good event because it provides visibility and recognition, and highlights the achievements of female leaders,” says Ihensekhien.
These events also foster networking opportunities. By bringing people from different backgrounds together to share challenges, make connections and build a community.
Advice for women in tech and cybersecurity
For women aspiring to advance in tech, Ihensekhien offers practical advice:
- Overcome impostor syndrome
- Stay calm under pressure and use the data
- Build a strong network
By committing to leadership accountability, fostering an inclusive culture and celebrating diversity, organizations like Swire Coca-Cola are proving that meaningful change in tech and cybersecurity is possible. It’s evident that diversity isn’t just a moral imperative — it’s a strategic advantage, and it’s time organization’s build this into the business strategies.
