Diversity in IT security: not just a canine issue

“People won’t listen to you or take you seriously unless you’re an old white man, and since I’m an old white man I’m going to use that to help the people who need it.” —Patrick Stewart, Actor

A couple of weeks ago, I wrote an April Fool’s post: “Changing the demographic in IT security: a radical proposal“.  It was “guest-written” by my dog, Sherlock, and suggested that dogs would make a good demographic from which to recruit IT professionals.  It went down quite well, and I had a good spike of hits, which was nice, but I wish that it hadn’t been necessary, or resonated so obviously with where we really are in the industry*.

Of special interest to me is the representation of women within IT security, and particularly within technical roles.  This is largely due to the fact that I have two daughters of school age**, and although I wouldn’t want to force them into a technical career, I want to be absolutely sure that they have as much chance both to try it – and then to succeed – as anybody else does, regardless of their gender.

But I think we should feel that other issues of under-representation should be of equal concern.  Professionals from ethnic minorities and with disabilities are also under-represented within IT security, and this is, without a doubt, a Bad Thing[tm].  I suspect that the same goes for people in the LGBTQ+ demographics.  From my perspective, diversity is something which is an unalloyed good within pretty much any organisation.  Different viewpoints don’t just allow us to reflect what our customers see and do, but also bring different perspectives to anything from perimeter defence to user stories, from UX to threading models.  Companies and organisations are just more flexible – and therefore more resilient – if they represent a wide ranging set of perspectives and views.  Not only because they’re more likely to be able to react positively if they come under criticism, but because they are less likely to succumb to groupthink and the “yes-men”*** mentality.

Part of the problem is that we hire ourselves.  I’m a white male in a straight marriage with a Western university education and a nuclear family.  I’ve got all of the privilege starting right there, and it’s really, really easy to find people like me to work with, and to hire, and to trust in business relationships.  And I know that I sometimes get annoyed with people who approach things differently to me, whose viewpoint leads them to consider alternative solutions or ideas.  And whether there’s a disproportionate percentage of annoyances associated with people who come from a different background to me, or that I’m just less likely to notice such annoyances when they come from someone who shares my background, there’s a real danger of prejudice kicking in and privilege – my privilege – taking over.

So, what can we do?  Here are some ideas:

  • Go out of our way to read, listen to and engage with people from different backgrounds to our own, particularly if we disagree with them, and particularly if they’re in our industry
  • Make a point of including the views of non-majority members of teams and groups in which you participate
  • Mentor and encourage those from disparate backgrounds in their careers
  • Consider positive discrimination – this is tricky, particularly with legal requirements in some contexts, but it’s worth considering, if only to recognise what a difference it might make.
  • Encourage our companies to engage in affirmative groups and events
  • Encourage our companies only to sponsor events with positive policies on harassment, speaker and panel selection, etc.
  • Consider refusing to speak on industry panels made up of people who are all in our demographic****
  • Interview out-liers
  • Practice “blind CV” selection

These are my views. The views of someone with privilege.  I’m sure they’re not all right.  I’m sure they’re not all applicable to everybody’s situation.  I’m aware that there’s a danger of my misappropriating a fight which is not mine, and of the dangers of intersectionality.

But if I can’t stand up from my position of privilege***** and say something, then who can?


*Or, let’s face it, society.

**I’m also married to a very strong proponent of equal rights and feminism.  It’s not so much that it rubbed off on me, but that I’m pretty sure she’d have little to do with me if I didn’t feel the same way.

***And I do mean “men” here, yes.

****My wife challenged me to put this in.  Because I don’t do it, and I should.

*****“People won’t listen to you or take you seriously unless you’re an old****** white man, and since I’m an old white man I’m going to use that to help the people who need it.” —Patrick Stewart, Actor

******Although I’m not old.*******

*******Whatever my daughters may say.

Diversity – redux

One of the recurring arguments against affirmative action from majority-represented groups is that it’s unfair that the under-represented group has comparatively special treatment.

Fair warning: this is not really a blog post about IT security, but about issues which pertain to our industry.  You’ll find social sciences and humanities – “soft sciences” – referenced.  I make no excuses (and I should declare previous form*).

Warning two: many of the examples I’m going to be citing are to do with gender discrimination and imbalances.  These are areas that I know the most about, but I’m very aware of other areas of privilege and discrimination, and I’d specifically call out LGBTQ, ethnic minority, age, disability and non-neurotypical discrimination.  I’m very happy to hear (privately or in comments) from people with expertise in other areas.

You’ve probably read the leaked internal document (a “manifesto”) from a Google staffer talking challenging affirmative action to try to address diversity, and complaining about a liberal/left-leaning monoculture at the company.  If you haven’t, you should: take the time now.  It’s well-written, with some interesting points, but I have some major problems with it that I think it’s worth addressing.  (There’s a very good rebuttal of certain aspects available from an ex-Google staffer.)  If you’re interested in where I’m coming from on this issue, please feel free to read my earlier post: Diversity in IT security: not just a canine issue**.

There are two issues that concern me specifically:

  1. no obvious attempt to acknowledge the existence of privilege and power imbalances;
  2. the attempt to advance the gender essentialism argument by alleging an overly leftist bias in the social sciences.

I’m not sure that these approaches are intentional or unconscious, but they’re both insidious, and if ignored, allow more weight to be given to the broader arguments put forward than I believe they merit.  I’m not planning to address those broader issues: there are other people doing a good job of that (see the rebuttal I referenced above, for instance).

Before I go any further, I’d like to record that I know very little about Google, its employment practices or its corporate culture: pretty much everything I know has been gleaned from what I’ve read online***.  I’m not, therefore, going to try to condone or condemn any particular practices.  It may well be that some of the criticisms levelled in the article/letter are entirely fair: I just don’t know.  What I’m interested in doing here is addressing those areas which seem to me not to be entirely open or fair.

Privilege and power imbalances

One of the recurring arguments against affirmative action from majority-represented groups is that it’s unfair that the under-represented group has comparatively special treatment.  “Why is there no march for heterosexual pride?”  “Why are there no men-only colleges in the UK?”  The generally accepted argument is that until there is equality in the particular sphere in which a group is campaigning, then the power imbalance and privilege afforded to the majority-represented group means that there may be a need for action to help for members the under-represented group to achieve parity.  That doesn’t mean that members of that group are necessarily unable to reach positions of power and influence within that sphere, just that, on average, the effort required will be greater than that for those in the majority-privileged group.

What does all of the above mean for women in tech, for example?  That it’s generally harder for women to succeed than it is for men.  Not always.  But on average.  So if we want to make it easier for women (in this example) to succeed in tech, we need to find ways to help.

The author of the Google piece doesn’t really address this issue.  He (and I’m just assuming it’s a man who wrote it) suggests that women (who seem to be the key demographic with whom he’s concerned) don’t need to be better represented in all parts of Google, and therefore affirmative action is inappropriate.  I’d say that even if the first part of that thesis is true (and I’m not sure it is: see below), then affirmative action may still be required for those who do.

The impact of “leftist bias”

Many of the arguments presented in the manifesto are predicated on the following thesis:

  • the corporate culture at Google**** are generally leftist-leaning
  • many social sciences are heavily populated by leftist-leaning theorists
  • these social scientists don’t accept the theory of gender essentialism (that women and men are suited to different roles)
  • THEREFORE corporate culture is overly inclined to reject gender essentialism
  • HENCE if a truly diverse culture is to be encouraged within corporate culture, leftist theories such as gender essentialism should be rejected.

There are several flaws here, one of which is that diversity means accepting views which are anti-diverse.  It’s a reflection of a similar right-leaning fallacy that in order to show true tolerance, the views of intolerant people should be afforded the same privilege of those who are aiming for greater tolerance.*****

Another flaw is the argument that just because a set of theories is espoused by a political movement to which one doesn’t subscribe that it’s therefore suspect.

Conclusion

As I’ve noted above, I’m far from happy with much of the so-called manifesto from what I’m assuming is a male Google staffer.  This post hasn’t been an attempt to address all of the arguments, but to attack a couple of the underlying arguments, without which I believe the general thread of the document is extremely weak.  As always, I welcome responses either in comments or privately.

 


*my degree is in English Literature and Theology.  Yeah, I know.

**it’s the only post on which I’ve had some pretty negative comments, which appeared on the reddit board from which I linked it.

***and is probably therefore just as far off the mark as anything else that you or I read online.

****and many other tech firms, I’d suggest.

*****an appeal is sometimes made to the left’s perceived poster child of postmodernism: “but you say that all views are equally valid”.  That’s not what postmodern (deconstructionist, post-structuralist) theory actually says.  I’d characterise it more as:

  • all views are worthy of consideration;
  • BUT we should treat with suspicion those views held by those which privilege, or which privilege those with power.

Changing the demographic in IT security: a radical proposal

If we rule out a change in age demographic, gender, race or ethnicity, what options do we have left?

This is a guest post by Sherlock.

We have known for a while now that we as an industry don’t have enough security specialists to manage the tide of malware and attacks that threaten to overwhelm not just the IT sector but also all those other areas where software and hardware security play a vital part in our way of life.  This is everything from the food supply chain to the exercise industry, from pharmaceuticals to wildlife management.  The security sphere is currently dominated by men – and the majority of them are white men.  There is a significant – and welcome – move towards encouraging women into STEM subjects, and improving the chances for those from other ethnic groups, but I believe that we need to go further: much, much further.

There is also an argument that the age demographic of workers is much too skewed towards the older range of the employment market, and there is clear evidence to show that humans’ mental acuity tends to decrease with age.  This, in a field where the ability to think quickly and react to threats is a key success metric.  The obvious place to start would be by recruiting a younger workforce, but this faces problems.  Labour laws in most countries restrict the age at which significant work can be done by children*, so one alternative is to take the next age demographic: millennials.  Here, however, we run into the ongoing debate about whether this group is lazy and entitled***.  If we rule out a change in age demographic, gender, race or ethnicity, what options do we have left?

It seems to me that the obvious solution is to re- or up-skill a part of the existing security workforce and bring them into the IT security market.  This group is intelligent*****, loyal******, fast-moving [I’m done with the asterisks – you get the picture], quick-thinking [see earlier parenthetical comment], and easily rewarded [this bit really is universally true].  In short, the canine workforce is currently under-represented except in the physical security space, but there seems to be excellent opportunity to up-skill a large part of this demographic and bring them into positions of responsibility within the IT security space.  So, next time you’re looking to recruit into a key IT security role, look no further than your faithful hound.  Who’s a good boy?  Who’s a good boy?  You‘re a good boy.


*this is a Good Thing[tm] – nobody**’s complaining about this

**apart from some annoying kids, and well, who cares?

***I could have spent more time researching this: am I being ignorant or apathetic?****

****I don’t know, and I don’t care.

*****mostly

******again, mostly