As someone who’s spent years working in People and Culture functions, I’ve seen how diversity—or the lack of it —shapes an organization’s ability to innovate, solve problems, and keep up with the pace of change. In security, where challenges are always evolving, variety isn’t really a nice-to-have—it’s a must-have.  ,
As we mark International Women’s Day, I find myself thinking about how far we’ve come in making this business more diverse for people, and how much more we still need to go.
Why Unique Opinions Matter in Cybersecurity
Kasada’s new Account Acquisition Attack Trends statement was a stark reminder of why this issues. Automated problems are getting more powerful, targeting all from e-commerce to financial companies. The study’s results made it clear: if we want to beat these extremely complex risks, we need new perspectives and different minds working on the problem.
But it’s not enough to simply get broadly. The real issue is making certain every tone is heard—especially women’s. It’s about more than just numbers, it’s about making sure people have a true seat at the table and the power to influence decisions.
This is why I’m particularly proud of the fact that 66 % of our new hires at are women—not because we were trying to hit a diversity limit, but because they were the best fit for the jobs. From a woman risk
Intelligence scientist to a adult technical support architect and several female sales managers, these women bring a range of abilities that are already driving development across our teams. In fact, our cybersecurity sales team is now 75 % female, a statistic that isn’t really rare in this industry —it’s proof that when you hire for talent and perspective, you effortlessly build various groups.
Having a mix of background, genders, and experience helps us spot threats that a more consistent team may miss. People who think different challenge assumptions and force us to get better solutions. And in security, where intruders are constantly changing their techniques, that’s a great benefit.
Empowerment Goes Beyond Hiring
Hiring more people is a good start, but it’s not the end goal. As a business, we focus a lot on Personal Autonomy—basically, giving people the freedom to figure out how to do their best work without a lot of rigorous laws or red tape. For women, that means having the space to direct jobs, make decisions, and advance their careers without being held up by outdated beliefs or stereotypes.
We also try to source out the subtle biases that can make it harder for people to succeed—from how we analyze performance, our selection methods and how we assign projects. It’s about making sure people aren’t really included but are actually set up to live.
Mentorship Makes a Difference
One of the biggest deficiencies I see in the business is coaching. For people in security, having a mentor isn’t really helpful—it can be a sport change. It’s about more than just job tips, it’s about building trust and showing women that management is within reach.
We may make a point of highlighting the work of women and connecting them with instructors who can help them grow. Seeing other women in leadership roles is a strong motivator—it shows that the path forwards is real, not just a talking point.
Participation Isn’t Just About Filling Chairs
Too many companies treat diversity like a box to verify, and that’s part of the problem. For Kasada, we take a unique view. Our” Talented People” pillar in our EVP is all about recognizing that diverse teams aren’t just “nice to have “—they’re how we stay ahead of threats.
The insight from the Account Acquisition Attack Trends report show that adversaries aren’t slowing down—they’re getting smarter. To be forward, we need to click into every ability set and view we have. That’s why it’s so important to build team where women aren’t only current but are empowered to lead, develop, and shape the direction of the business.
Looking Forward: Turning Promises into Progress
I’m hopeful about where the industry is heading. Over the next five years, I’d like to see more companies embracing what we’ve seen work at Kasada—things like flexible roles, real mentorship opportunities, gender neutral parental leave, and making sure diverse perspectives actually influence decisions. If the industry can follow through on its promises, we’ll end up not just with more diverse teams but with stronger defenses against the increasingly complex threats we’re facing.
Breaking Bots and Barriers, Together
As we celebrate International Women’s Day, I’m proud of the progress we’ve made at Kasada and excited for what’s to come. The road to true inclusivity in cybersecurity is still long, but if we keep challenging assumptions, removing barriers, and amplifying diverse voices, I’m confident we’ll get there.
At the end of the day, making cybersecurity more inclusive isn’t just about doing the right thing—it’s about continuously becoming better at what we do. And that’s something worth fighting for.