Creating an Inclusive Infosec Team: Why It’s Good for Security & Compliance
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Diversity and inclusivity in the workplace have become hot topics of conversation. The discourse often revolves around the moral aspects of including different people, particularly minorities. However, creating a diverse and inclusive team is not just ethical; it has strategic advantages.
In a world where cyber threats are evolving faster than ever, having diverse skills and perspectives within your security team is essential. Diversity of approach and thought can be strategically crucial in navigating the fast-changing cyber risk landscape. Having varied viewpoints and skill sets is your best defence when threats continuously evolve.
The benefits are clear. Research consistently demonstrates that:
- Diverse teams are 35% more likely to outperform their competitors.
- Diverse groups make 87% better decisions than less diverse teams.
- Decisions by diverse teams deliver 60% better results.
With evidence this compelling, it’s clear that building an inclusive infosec team isn’t just morally right—it’s smart business. With Neurodiversity Celebration Week in mind, I will explore in more detail why diverse teams lead to better security outcomes and how to make security and compliance teams more neuro-inclusive.
Why Diverse Infosec Teams are Stronger
Neurodiversity refers to the natural variation in human brains, encompassing conditions such as Autism, ADHD, Dyslexia, and more. Neurodivergent individuals often face unique challenges during traditional hiring processes and social interactions at work due to different communication styles or sensory sensitivities. Unfortunately, this can mean their true potential is overlooked in favour of conformity. However, it’s precisely this divergence from conformity that can offer substantial value, including:
- Innovation and creativity
- Technical and design strength
- Lateral thinking
- High levels of concentration
- High attention to detail and ability to detect errors
- Detailed factual knowledge on valuable subjects
- Works well with routine
It is easy to see how these skills would be valuable within the infosec industry- both in the day-to-day work due to their ability to concentrate thoroughly on work with keen attention to detail. But also, in the innovation and elevation of a company with their ability to think outside the box and come up with creative resolutions to problems.
Here is a breakdown of the various types of diversity you may encounter and the value they can bring to an organisation.
| Diversity Factor | Security Benefits |
| Neurodiversity (Autism, ADHD, Dyslexia, etc.) |
|
| Gender diversity (Women in cybersecurity) |
|
| Cultural diversity |
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| Cross-team collaboration |
|
A compelling example: JPMorgan Chase reported that neurodivergent employees were up to 90% to 140% more productive in analytical security roles compared to their neurotypical colleagues.
Challenges Neurodivergent Professionals Face in Infosec
Several obstacles can prevent a workplace from benefiting from the full potential of neurodivergent individuals. A better understanding of these issues can help you determine how to best accommodate those with neurodivergent conditions.
- Rigid hiring practices—The hiring process can often be very overwhelming for those with neurodivergent conditions. This can be due to vague job descriptions that do not provide the necessary information or accurate information regarding the work tasks involved. High-pressure interviews with undisclosed expectations can also disadvantage them due to an often-literal response to questions.
- Workplace environments that aren’t optimised for those with different thinking styles. Some with neurodivergent conditions can be sensitive to external stimuli such as lights and sounds. This means that some office environments can lead to sensory overload.
- Lack of awareness among managers and teams about how to support neurodivergent colleagues. It is essential to keep up good, clear communication to understand the needs of anybody in the workplace, especially those with a disability. Neurodiversity is no exception, and this understanding can help you to manage them in a way that makes them comfortable and unlocks their full potential.
Take some time today to assess your current practices and consider these inclusive strategies, your security teams and your business outcomes will thank you.
How to Make Your Security & Compliance Teams More Inclusive
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Rethink Hiring Practices
Ditch the traditional Q&A interviews- Instead, offer practical assessments where candidates can demonstrate fundamental skills. Focus on skills and experience rather than presentation and conformity.
Be specific in job descriptions – Instead of vague terms like “good communicator,” focus on measurable skills like “must document security incidents clearly.” Always include complete and accurate information so it is clear what you are offering and what the expectations are
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Create an Inclusive Workplace Environment
Provide clear expectations and structured workflows for neurodivergent employees. Maintain open communication to assess how to accommodate people and allow them to ask questions when necessary.
Offer quiet spaces and flexible work arrangements (e.g., asynchronous communication instead of constant meetings). Allow workers to provide feedback on their preferred communication and workplace environment.
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Improve Cybersecurity Training & Awareness
Make training accessible—Offer multiple learning formats (visual, interactive, text-based) instead of a one-size-fits-all approach. Allow enough time to review any training materials.
Encourage neurodivergent team members to share their expertise and train others in areas they excel in. Allow space for them to communicate their aspirations and the options they have to attain these.
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Leadership & Culture Change
Appoint neurodiversity champions within security teams to drive inclusive initiatives. Representation is vital in the workplace and allows people to feel seen and valued.
Educate managers on how to support neurodiverse employees effectively. This ensures that everybody is being managed in a way that is comfortable and produces their best work.
Take Action
Building an inclusive infosec team isn’t just the right thing to do; it’s crucial to your organisation’s security and competitive advantage. The facts are clear: diverse cybersecurity teams are more effective, innovative, and responsive. By embracing inclusivity, your organisation gains a critical competitive advantage and significantly strengthens its information security.
Now is the time to critically evaluate your existing practices. Identify barriers, commit to meaningful change, and foster a culture that genuinely champions diverse perspectives and experiences. By prioritising inclusivity, your organisation can transform its cybersecurity strategy from reactive to proactive.
Diversity is no longer optional for genuinely effective information security—it’s imperative. Embrace different mindsets and viewpoints to ensure your organisation remains not just protected but consistently ahead of emerging risks.
