It’s no secret that the cybersecurity industry has a diversity problem. But as Talenza’s own Chelsey Costello and Charlie Hales shared at AISA’s CyberCon2025, improving representation isn’t just about hitting targets - it’s about building stronger, smarter, more resilient teams.

“You can’t fix the problem overnight,” said Charlie, who’s spent 25 years in cyber. “But you can start by changing how you hire, how you lead, and how you support people once they’re in the door.”

Where we stand

Today, only 21% of cybersecurity professionals in Australia are women - and that figure drops even lower in technical or leadership roles. Even more concerning? A few years ago, that number was closer to 25%.

Chelsey, who recruits cybersecurity talent in Brisbane, sees this shift firsthand.

“I’m seeing more women exiting the industry due to burnout or the challenge of balancing high-pressure roles with family life. We need to look beyond attracting women into cyber - and start talking seriously about how we retain them.”

Building a culture that keeps people

From flexible work to mentorship and confidence-building, both Chelsey and Charlie emphasised that culture is key.

“It’s not just about diversity in hiring,” said Charlie. “It’s about inclusion in every meeting, every promotion, every decision. Ask people who don’t normally speak up for their thoughts. Pass the mic.”

That philosophy extends across The Transformation Group - the parent organisation of Talenza and Tranzformd. Talenza delivers the capacity organisations need through technology, digital, and business transformation recruitment and workforce solutions, while Tranzformd builds the capability required to design and deliver transformation successfully.

At Tranzformd, that commitment to inclusion comes to life through initiatives like Elevate and Elevate Her - programs designed to empower employees through mentorship, skills development, and sponsorship opportunities.

Rethinking flexibility and parental leave

Both speakers were quick to call out the power of flexible work and shared parental leave in keeping women in cyber.

Charlie recalled her experience taking shared parental leave years ago:

“It made a huge difference - for me, my partner, and my employer. But there was still bias. My husband was asked why he was at a mums’ group! It shows how much cultural change still needs to happen.”

Chelsey agreed, adding that flexibility and family support shouldn’t be hidden benefits:

“Promote it. Women want to see that you value work-life balance before they apply.”

Hiring without bias

When it comes to hiring, both Chelsey and Charlie shared simple, practical tips that make a real difference:

• Use diverse panels – Seeing people who reflect your values (and your diversity) matters.
  
• Rethink job ads – Avoid masculine-coded words like “warrior” or “enforce.” Instead, use inclusive language like “collaborate” and “support.”
  
• Cut the list – Women are less likely to apply unless they meet nearly 100% of the criteria. Focus on must-haves.
  
• Try blind CVs – Removing identifying details helps reduce unconscious bias.
  

Chelsea summed it up perfectly:

“Sometimes you have to challenge your own assumptions. Hiring on potential, not just years of experience, can bring incredible people into the fold.”

Beyond gender: embracing neurodiversity

The discussion also highlighted that diversity comes in many forms. From autism to ADHD, neurodivergent professionals often excel in roles like threat hunting and incident response - yet may be overlooked in traditional interview settings.

Small adjustments can make a big difference, such as not judging candidates on eye contact or communication style, and proactively stating in job ads that your business welcomes neurodivergent applicants.

Start small - but start

As Chelsey and Charlie wrapped up, they left attendees with one simple challenge:

“Take one thing from today and do it. Review your job ads. Ask a quieter colleague for their input. Mentor someone. You don’t have to change the world overnight - but you can help move it forward.”

At Talenza, we’re proud to see our team driving real change in Australia’s cyber community - together with Tranzformd and The Transformation Group. When every voice is heard, the whole industry moves forward.

Keen to learn more about about key findings related to the current Cyber market? Download our Cyber Wrap: https://talenza.com.au/cyber-wrap-2025-26/