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Public-private partnership launched to tackle UK cyber skills shortage

 960 640 Stuart O'Brien
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It’s hoped more people will soon be able to secure fulfilling, highly skilled jobs in the cyber security industry through a new scheme to address the shortage of cyber security experts launches its next iteration.   

HM Government and training provider SANS have partnered to launch the Upksill in Cyber training programme to help UK  professionals make a career change into cyber security. The programme, lasting 14 weeks, offers training, career advice and interview training to help workers change careers into cyber security roles.  

So far, it has trained over 200 students with non-cyber backgrounds. Many have gone on to secure guaranteed job interviews upon successful completion of the training programme. 

Andrea Csuri, a recent graduate of the Upskill in Cyber programme has successfully switched from the retail industry to a cyber security analyst role. She said “The programme was incredibly comprehensive, covering a vast array of topics related to cyber security. I was able to connect with mentors who work in the cyber security field, which was of great interest to me. Additionally, the live sessions with a recruiter were a fantastic resource, providing me with insights and advice on how to navigate the job market in this field. I now work as an Analyst for a company that helps organisations manage their IT and cyber security risks”. 

Recent research by SANS Institute found that 44% of the UK workforce have considered a career change in the last year. However, only 6% have taken an interest in pursuing a career in cyber security despite ranking better pay, career advancement opportunities, and flexible working as the top three benefits of pursuing a career in cyber security. This is due to a lack of understanding about the industry, roles available or the skills needed to even consider pursuing a career in cyber security   

To tackle this, SANS and HM Government are now launching the second iteration of the programme, to power stronger growth and better jobs by upskilling more individuals into cyber security.   

Minister for Science, Innovation, and Technology, Viscount Camrose, said, “The UK is rapidly establishing itself as a world leader in cyber security, and ensuring people have the skills they need to access jobs in the industry is key to cementing and expanding that reputation”. 

“The Upskill in Cyber programme lets us do exactly that – removing knowledge and skills barriers for aspiring cyber security professionals, and supporting them into the exciting new careers which fuel innovation, drive growth and protect our economy”.   

Stephen Jones, Managing Director of SANS Institute, added: “We have found that certain businesses lack the incident response and governance cyber security skills needed to face up to the realities of a challenging threat landscape. Our training programme helps to eradicate these skills gaps, breaking down barriers to facilitate the transition into a career in cyber. Individualised training equips candidates with both a solid theoretical foundation and hands-on practical skills, enabling them to tackle the most pressing security threats that organisations face today.” 

“The Upskill in Cyber programme opens up the dynamic world of cyber security to people from all walks of life,” said Ciaran Martin, Director of CISO (Chief Information Security Officers) Network at the SANS Institute. “Our training approach will equip and empower candidates with the skills and experiences they need to make them deployable in the cyber security workforce in just a matter of weeks. Throughout the programme, candidates will receive world-class training and support, gaining first-hand access to key industry representatives to better understand rising threats, roles, and responsibilities. In our 2022 programme, 100% of the candidates were provided with multiple opportunities to interact with hiring organisations. We are excited to witness the programme’s continued growth and success this year, as it unlocks new career opportunities in a diverse, dynamic, and forward-thinking industry brimming with potential.” 

Schoolgirls encouraged to consider careers in cybersecurity by Aston University

 960 640 Stuart O'Brien
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One hundred female Year 8 student from Birmingham schools took part in an ‘explorer day’ organised by the Cyber Security Innovation (CSI) Centre at Aston Business School.

The Cyber girls event is part of the Cyber Kali project, for which a team of academics at Aston and Warwick Universities have been awarded funding by the UK National Cyber Security Centre (NCSC).

The CSI Centre at Aston University has a sustained record of engaging with schools in Birmingham through educational events in cybersecurity since the pandemic.

The event brought together role models from the industry and local government, including Vickie C (senior cyber consultant, CGI), Daljinder Mattu (senior policy advisor, Department for Science Information and Technology) and CyberWomen@Warwick representatives. UK Cyber Security Council CEO, Simon Hepburn, also shared his career journey into cyber security and the opportunities the sector offers.

Dr Anitha Chinnaswamy and Professor Vladlena Benson led the project from the CSI, which was funded by the NCSC’s Academic Centres of Excellence programme.

There were interactive workshops emphasising the importance of online safety, cyber-hacking, and how to protect oneself from online threats. The Gadget Guru Competition provided an avenue for the students to showcase their creativity and inventiveness. The day concluded with an award ceremony that recognised the competition winners for their exceptional efforts.

Dr Chinnaswamy said: “We would like to thank all who contributed to making ‘Cyber Kali Explorer Day’ a triumph, and we are confident that our efforts will bear fruit in the future.

“It is our responsibility to continue nurturing these bright young minds, providing them with the tools they need to succeed, and supporting them as they embark on their unique journeys.

“Our goal goes beyond this project, we work towards every opportunity inspire and empower the next generation of cybersecurity professionals, especially young women, to pursue their dreams and explore a field that has traditionally been male-dominated.

Professor Helen Higson also supported the event and said: “I am proud of the ongoing work of the CSI Centre, which continues to support the objectives of the National Cyber Strategy 2022.

“At Aston University, we recognise the importance of promoting diversity and inclusion, and equality, diversity and inclusion (EDI) is an integral part of our agenda.

Professor Zoe Radnor, Pro-Vice-Chancellor and Executive Dean of the College of Business and Social Sciences at Aston University, said: “Through our Cyber Security Innovation Centre and other initiatives, we aim to create opportunities for all individuals, regardless of their background or identity, to excel in the field of cybersecurity and contribute to building a safer and more secure digital world.”

Take your IT security career to the next level with these excellent online courses

 960 640 Stuart O'Brien
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Our selection of online courses tailored specifically for the IT Security sector will enable you to both learn new skills and improve existing ones in 2023 and beyond – sign up today! These are specially-curated online courses designed to help you and your team, improve expertise and learn new things. The IT and Personal Development online learning bundle provides you with over 50 courses, which cover all areas of both professional and personal development:
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And many more! Find out more and purchase your online bundle here For just £99 +vat (usually £149), you can share the courses with your colleagues over a 12-month period. Additionally, there are a variety of bundles available on all spectrums;
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Book your courses today and come out of this stronger and more skilled!

Best city for cyber security jobs? Washington DC

 960 640 Stuart O'Brien
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Washington D.C, US has been named the best city for cybersecurity jobs thanks to its many job opportunities and high average salary, while London only ranks in 8th.

That’s according to research conducted by Techshielde, which analysed several metrics including average salary, job availability and cost of living to find the best place to live for cybersecurity experts as well as the most in-demand skills to learn in 2021

Other key findings include:-

  • Singapore has the highest job availability for cybersecurity professional

  • Cybersecurity experts in Luxembourg earn the highest salaries

  • Networking, threats intelligence and compliance have all been named as the most in-demand skills

You can view the full graphic here.

The ten best cities for a cybersecurity job

Rank

City

Job availability score

Average salary (£)

Cost of living

Overall Score

1

United States, Washington D.C.

7.17

£84,628.38

£2,810.69

17.58

2

Singapore, Singapore

10.00

£55,576.66

£3,267.02

16.44

3

Germany, Berlin

3.18

£70,141.64

£1,923.93

15.41

4

Luxembourg, Luxembourg

1.58

£110,768.11

£2,562.39

14.99

5

Belgium, Brussels

1.96

£75,563.59

£1,886.05

14.77

6

Canada, Ottawa

2.21

£70,060.75

£1,969.87

14.29

7

Austria, Vienna

1.59

£72,339.79

£1,857.68

14.23

8

England, London

5.30

£74,416.00

£3,004.36

14.20

9

Saudi Arabia, Riyadh

1.18

£43,280.91

£1,211.49

13.63

10

Japan, Tokyo

1.14

£84,915.14

£2,219.01

13.59

It may not come as a surprise that Washington D.C sits at the top of the ranking — the capital is the headquarters of government agencies that employ many cybersecurity professionals.

Scoring a total score of 17.58, the city ranks second for job availability for those looking to work in the cybersecurity sector, balanced with the high average salary of £84,628 this city is a great contender for those looking to work in the industry.

Singapore comes in second place. The southeastern Asia city has the highest job availability out of all the cities examined. However, the average salary of £55,577 and the high cost of living of £3,267 brings it down.

London only ranks 8th, losing points because of its lower salary compared to other cities and the high cost of living, the city fails to make the top 5.

Singapore has the most cybersecurity jobs available

Recent graduates and any job seekers looking for a new role can increase their chances of getting hired by looking for cities with the largest number of job openings.

Techshielder analysed the amount of cybersecurity-related jobs available on Indeed and Glassdoor to reveal the cities with the most cybersecurity jobs.

Singapore comes in first place with a job availability of 10, this is followed by Washington D.C and London rounds of the top three (7.17 and 5.30 job availability scores respectively).

At the other end of the scale, we have Islamabad in Pakistan, where the research found there is very limited opportunity for those in the field. Scoring a job availability score of just 1.01 this city has the fewest number of jobs available for cybersecurity professionals.

Cybersecurity experts in Luxembourg earn the highest salaries

Cybersecurity is a booming field with the potential to grow immensely. Although there are many positions to choose from within the industry, most if not all are well paid due to their importance in our society.

If you are interested in joining the field, you may want to narrow your choices by top-paying jobs.

To get the most bang for your buck, it is also important to consider the cost of living. Any salary increase can be swiftly consumed by the differences in the cost of living.

Knowing the true value of a salary in different locations is just as crucial as knowing the pay.

Rank

City

Average Salary

Cost of Living

1

Luxembourg, Luxembourg

£110,768.11

£2,562.39

2

Copenhagen, Denmark

£86,337.17

£2,665.18

3

Tokyo, Japan

£84,915.14

£2,219.01

4

Bern, Switzerland

£84,653.91

£2,761.52

5

Washington D.C, USA

£84,628.38

£2,810.69

As the table shows, the city of Luxembourg has the highest average salary. While you can make a six-figure wage when working in this city, the high cost of living means that your money may not go as far as other cities.

At the end of the scale, sits Abuja in Nigeria. With a salary of just £1,758.30, this city has the lowest income for cybersecurity specialists.

The most in-demand skills to learn in 2021

Whilst there is a high demand for jobs, you can’t start a career within the cybersecurity sector without the right expertise. There are certain skills you’ll need to thrive in the field.

Finding a proficient applicant to fill one of the many available jobs during a skill shortage is one of the hardest challenges for HR personnel.

  1. Network: One of the most in-demand skills and maybe one of the most important one for anyone in cybersecurity is networking. Understanding how networks work allows you to get a better comprehension of how many things work behind the scene.

  1. Threats: Threat intelligence ranks as the second most in-demand skill in 2021. Being able to evaluate threats and prevent or mitigate cyberattacks is a highly sorted after skill.

  1. Compliance: From the European Union’s GDPR to the California Consumer Privacy Act, companies need employees who can assess the risk and understand the paperwork and the security protocols are needed to keep personal data safe.

  1. Cloud: More companies are moving to cloud infrastructure and therefore the need for cloud-savvy professional are on the rise. These experts need to be able to arrange, organise and monitor a virtualised environment such as SaaS, PaaS or IaaS so that they can protect data from being deleted, leaked or even stolen.

5 Minutes With… Stephen Whatling tackles the skills shortage in digital infrastructure

 960 640 Stuart O'Brien
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In the latest instalment of our IT security industry executive interview series, we spoke to Stephen Whatling (pictured), Chairman at BCS Integrated Solutions, about the skills shortage within digital infrastructure and how we can attract new talent to the sector…

Will the widely reported ‘skills shortage’ in the sector start to cause real problems? 

The continuing fight for a limited talent pool is set to get worse and there are real concerns that it will impact the sector’s ability to deliver the increasing demand driven in part by changes accelerated by the pandemic. 

The skills shortage in the industry has been an issue for over a decade with the financial crash in 2008 leading to a lost generation of technical engineers which has been slow to recover. Recently there have been some promising industry initiatives but many have been put on hold due to the pandemic. Ongoing uncertainty around this year’s A level results, challenges for first year University students and a decision by many organisations that taking on graduate trainees and/or apprentices is just not practical has effectively put us back to square one, (although at BCS we have forged ahead with our graduate and apprenticeship programme) and these decisions may be ones that many come to regret in the future. 

How can the sector increase talent coming into the industry?

Firstly, we need to act as ambassadors for the industry and what it offers. We need to get out there and tell young people what a great career we can offer and the opportunities available. Primary and secondary school visits are very important for us to explain in simple terminology the crucial infrastructure that supports the digital world. that we work in. Careers fairs are also vital. When discussing with school leavers IT and Technology, their focus was often on software, gaming and applications and they hadn’t considered data centre construction as an employment option, but without us, none of the technology to do that works.  

We need to communicate to all the talent out there about the importance of the invisible and vital infrastructure.

What are you looking for in an apprentice/graduate?

Curiosity and tenacity. The next generation are great at coming up with new ideas and solutions, and we need this more than ever. We want apprentices to ask why we’re doing things a certain way and to never be afraid to challenge the status quo. Resilience is also key. When you fall down early on in your career, it’s vital to get back up and go again. 

What are the challenges for you as an employer taking on apprentices and graduates?

Time is the biggest factor as we need to commit to ensuring that we are able to help support and develop the next generation. This is hard in challenging times and in an industry where things are changing at a rapid pace and we need to respond to those changes.  

The personality of an individual is always something that plays a big part, because we need them to fit our culture and work within a team. A sense of humour is also something we rate very highly – you need one in our sector!  

If you could give one piece of advice?

Embrace it, get out there and start a great career, never be scared to ask a question, challenge the norm and the establishment. Be prepared to question the experts and know that if you’re asking a question, there will be others in the room who want to know the answer too. Get stuck in, have fun and express yourself. 

Huge leap in girls learning cyber security skills

 960 640 Stuart O'Brien
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The number of girls looking to learn new cyber security skills has surged this summer after courses went online for the first time.

The National Cyber Security Centre (NCSC) confirmed that the number of young people taking part in this year’s CyberFirst summer courses rose to a record-breaking 1,770 after they moved from the classroom to online.

And while the number of applications from boys saw a significant 31% rise, it was the increase in the number of girls applying which really caught the eye – rising by a massive 60% on 2019.

CyberFirst aims to ensure greater diversity in the next generation of cyber security specialists, and the summer courses offer 14 to 17-year-olds the chance to learn about digital forensics, ethical hacking, cryptography and cyber security challenges.

The new figures come one month after the NCSC pledged to take action to improve diversity and inclusion in the cyber security sector, as just 15% of the UK’s cyber security workforce are women and 14% of employees are from ethnic minority backgrounds.

Chris Ensor, NCSC Deputy Director for Cyber Growth, said: “I’m delighted to see that more young people are exploring the exciting world of cyber security, and it’s especially encouraging to see such a level of interest from girls.

“Our online courses have provided new opportunities for teenagers of all backgrounds and we are committed to making cyber security more accessible for all.

“Ensuring a diverse talent pipeline is vital in keeping the UK the safest place to live and work online, and CyberFirst plays a key role in developing the next generation of cyber experts.”

Digital Infrastructure Minister Matt Warman said: “It’s great to see so many young people taking part in the CyberFirst summer courses. These fantastic experiences give teenagers an insight into the exciting and varied careers on offer in cyber security.

”We want our cyber sector to go from strength to strength, so it is vital we inspire the next generation of diverse talent to protect people and businesses across the country.”

This year 670 more places were made available for the CyberFirst summer courses. The number of boys applying rose from 1,824 in 2019 to 2,398 this year, while for girls it went from 930 to 1,492 over the same period.

The annual initiative is offered at three levels: CyberFirst Defenders (for those aged 14–15), CyberFirst Futures (15–16), CyberFirst Advanced (16–17) – all aimed at helping pupils develop digital and problem-solving skills and introduce them to the cyber threat landscape.

This autumn, pupils interested in cyber security and computer science can look forward to a whole raft of opportunities from CyberFirst, as part of its ongoing commitment to inspire the next generation of cyber talent.

Other CyberFirst programmes include:

  • CyberFirst bursaries and apprenticeship schemes, which offer financial help for university-goers and paid summer work placements with over a hundred organisations to kickstart careers in cyber security. Applications are now live.
  • Empower Digital Cyber Week (9th-13th November), where students can watch and join online cyber sessions given by speakers in academia, industry and government.
  • The annual CyberFirst Girls competition, open to teams who want a fun and challenging opportunity to test their cyber skills in a bid to be crowned the UK’s top codebreakers. Registrations for the 2020-21 Girls Competition open on 30th November. More details about this year’s competition can be found on the NCSC’s website.
  • The government’s online cyber skills platform Cyber Discovery launched its latest intake in June and has already attracted over 13,500 students, with more than a third of registrations from female students. The programme, for 13-18 year olds, is a free and fun way for teens to develop cyber security skills. Students can register to join here: https://joincyberdiscovery.com/

Solving the data centre skills shortage

 960 640 Stuart O'Brien
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By Stephen Whatling, Chairman at BCS

The growth in demand for data centres worldwide has posed many challenges in recent years and this has now been expedited by the Covid-19 pandemic. Following a major uplift in demand for data services since March, the need for a resilient data infrastructure has never been greater.

However, this year BCS’ independent survey shows an increase in concern about the availability of design and build staff with an 11% rise, to 75%, of respondents believing there is an inadequate supply of skilled labour. The same independent BCS survey shows that 90% of those involved in the design and construction of data centres believe there is a dearth of both design and build personnel.

As the confusion regarding exam results and the subsequent issues with university places continues to test the education system, it is a growing concern for the future supply of resources skilled in the design and build of data centres.  It is then perhaps no surprise that for the second survey running, greater industry engagement with educators is ranked as the top factor to address this identified skills shortage. This is particularly important given the tremendous competition for suitably qualified STEM staff from a wave of different technology sectors across the wider economy. Early engagement with the industry at the educational level is needed to encourage the next generation of potential datacentre professionals through providing clear routes to jobs and career advancement that exist in many of the competing industries.

Better on the job training and improved or greater incentives for apprenticeships also ranked highly in the survey as  respondents acknowledged the positive impact that the education sector and businesses working in partnership can have in developing home-grown resources.  At BCS we believe that the expansion of apprenticeship places is vital to the success of the generation of UK based skills.  This year we had over 200 applicants for the apprentice and graduate scheme we operate in partnership with London Southbank University which provides funded places and, alongside studies, enables the apprentices to access every aspect of the BCS business.

From this year’s intake, Imogen Paton is enrolled on a Quantity Surveying Degree Apprenticeship at London Southbank University and will be sharing her time between studying there and getting some great practical experience with BCS over the next five years. Imogen said: “I am really looking forward to this opportunity to grow and work with both a great company and great university and can’t wait to get started!”

Many businesses might think that taking on an apprentice during the current pandemic will not bear fruit but that is not necessarily the case.  Yes, it can be harder and will require a little more care and attention but the right candidates will learn some invaluable skills during these strange times.

Ben Chappell, a BCS Apprentice Consultant from London Southbank University says he will “definitely take a new sense of confidence in working independently back to the office when the lockdown is over.”

“I’ve been balancing client tasks with Southbank University work successfully, which has given me assurance that my routine is productive. One of the lessons for my industry is that we now know that a significant amount of work can be done remotely if the circumstances require it. However, I am also very much aware of the importance of social interaction for both the office teams and client relations and I’m looking forward to getting back on site,” he said.

It is also worth remembering that the survey was undertaken at the beginning of the UK lockdown, before the length of the lockdown and subsequent travel restrictions could be fully understood.  Despite the timing, almost three-quarters of respondents believed that shortages amongst data centre operational staff was already making it increasingly difficult to run facilities well. It is now clear that the difficulties associated with international travel such as the lack of availability of flights and hotel rooms or the more recent focus on quarantine rules has made it even more difficult for the roving teams of design, build and maintenance engineers to do their jobs efficiently.  These teams are, of course, essential workers and not subject to the quarantine rules but travel, and life in general, is more difficult now, and as a result less productive.  This will mean that even more skilled engineers are required to support the existing infrastructure.

Meeting the demands for greater capacity was an issue before Covid-19 with 74% seeing higher labour costs, 55% using increased outsourcing and almost 50% seeing delays due to the shortage of available skills.  It is likely these numbers will be even higher next year. We should also take note of the likely impact of Brexit and any future immigration policy.  It is vital that any future policy recognises the importance of the data centre industry in the UK and supports it with favourable access for the skilled workers that will be needed in order to meet the existing demand. 

In conclusion, the demand for UK based data centres currently outstrips supply, smart working and automated processes, and a focus on education alongside investment and support from the Government, is required sooner rather than later to ensure the UK capitalises on this opportunity.

Mind the gap: Upskilling cyber security teams

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By Matt Cable, VP Solutions Architects & MD Europe, Certes Networks, is of interest at all?

At the end of 2019, it was reported that the number of unfilled global IT security positions had reached over four million professionals, up from almost three million at the same time the previous year. This included 561,000 in North America and a staggering 2.6 million in APAC. The cyber security industry clearly has some gaps to fill.

But it’s not just the number of open positions that presents an issue. Research also shows that nearly half of firms are unable to carry out the basic tasks outlined in the UK government’s Cyber Essentials scheme, such as setting up firewalls, storing data and removing malware. Although this figure has improved since 2018, it is still far too high and is a growing concern. 

To compound matters, the disruption of COVID-19 this year has triggered a larger volume of attack vectors, with more employees working from home without sufficient security protocols and cyber attackers willingly using this to their advantage.

Evidentially, ensuring cyber security employees and teams have the right skills to keep both their organisations and their data safe, is essential. However, as Matt Cable, VP Solutions Architects & MD Europe, Certes Networks explains, as well as ensuring they have access to the right skills, organisations should also embrace a mindset of continuously identifying – and closing – gaps in their cyber security posture to ensure the organisation is as secure as it can be.

Infrastructure security versus infrastructure connectivity

There is a big misconception within cyber security teams that all members of the team can mitigate any cyber threat that comes their way. However, in practice this often isn’t the case. There is repeatedly a lack of clarity between infrastructure security and infrastructure connectivity, with organisations assuming that because a member of the team is skilled in one area, they will automatically be skilled in the other. 

What organisations are currently missing is a person, or team, within the company whose sole responsibility is looking at the security posture; not just at a high level, but also taking a deep dive into the infrastructure and identifying gaps, pain points and vulnerabilities. By assessing whether teams are truly focusing their efforts in the right places, tangible, outcomes-driven changes can really be made and organisations can then work towards understanding if they currently do possess the right skills to address the challenges. 

This task should be a group effort: the entire IT and security team should be encouraged to look at the current situation and really analyse how secure the organisation truly is. Where is the majority of the team’s time being devoted? How could certain aspects of cyber security be better understood? Is the current team able to carry out penetration testing or patch management? Or, as an alternative to hiring a new member of the team, the CISO could consider sourcing a security partner who can provide these services, recognising that the skill sets cannot be developed within the organisation itself, and instead utilising external expertise.

It’s not what you know, it’s what you don’t know

The pace of change in cyber security means that organisations must accept they will not always be positioned to combat every single attack. Whilst on one day an organisation might consider its network to be secure, a new ransomware attack or the introduction of a new man-in-the-middle threat could quickly highlight a previously unknown vulnerability. Quite often, an organisation will not have known that it had vulnerabilities until it was too late. 

By understanding that there will always be a new gap to fill and continuously assessing if the team has the right skills – either in-house or outsourced – to combat it, organisations can become much better prepared. If a CISO simply accepts the current secure state of its security posture as static and untouchable, the organisation will open itself up as a target of many forms of new attack vectors. Instead, accepting that cyber security is constantly changing and therefore questioning and testing each component of the security architecture on a regular basis means that security teams – with the help of security partners – will never be caught off guard. 

Maintaining the right cyber security posture requires not just the right skills, but a mindset of constant innovation and assessment. Now, more than ever, organisations need to stay vigilant and identify the gaps that could cause devastating repercussions if left unfilled.