A chat with Joy Naeku, Team Member, IT Risk Management, UBA Kenya
The field of cybersecurity remains largely male-dominated, but the industry is beginning to recognise the immense value of gender diversity in building stronger, more resilient security teams. As organisations navigate an evolving threat landscape, fostering an inclusive workforce isn’t just about fairness; it’s a strategic advantage.
Joy Naeku, a seasoned cybersecurity professional and advocate for diversity in tech, shares insights from her journey in the field.
What are some of the key leadership lessons you’ve learned as a woman in cybersecurity, and how do you mentor and empower women on your team?
My journey in cybersecurity has taught me the importance of resilience, agility, adaptability, and continuous learning. Cybersecurity is a rapidly evolving field that demands staying ahead of emerging threats and technologies.
Through working with different teams, I have also learnt that technical expertise alone isn’t enough, how you communicate that expertise matters just as much. Bridging the gap between technical and non-technical stakeholders is crucial to ensuring security is understood and prioritised across all levels of an organisation. Developing the ability to communicate with clarity and confidence has been just as valuable as deepening my technical knowledge.
Cybersecurity can be a tough field, and imposter syndrome is common. I have found that mentorship plays a crucial role in building confidence and breaking down these barriers for those entering the industry. I try to lead by example, demonstrating that it’s okay to not know everything, as long as you keep learning and pushing forward. Fostering curiosity and confidence is key to long-term success in this career.
What strategies can companies adopt to create more pathways for women to succeed in the male-dominated field of information security and cybersecurity?
Creating more pathways for women in cybersecurity starts with recognising that talent exists everywhere. The challenge is that, in many cases, these talented individuals often lack access, opportunity and visibility. Companies can adopt several key strategies to bridge the gap and foster a more inclusive environment.
First, organisations should focus on hands-on skills and potential rather than just traditional hiring mechanisms, kudos to UBA Group for this. Apprenticeships, internships, re-skilling and up-skilling programmes targeted at underrepresented groups can also open the doors that may otherwise remain closed.
Second is mentorship and sponsorship. Women in cybersecurity need mentors who can provide guidance and sponsors who actively advocate for their career advancement. I have seen first-hand how having the right support system can make a difference, which is why I always advocate for mentoring young people in this field.
Beyond mentorship, fostering a culture where diverse perspectives are valued is key to creating an inclusive environment. Companies need to address biases in workplace culture by promoting practices that recognise and celebrate achievements based on skill and contribution while ensuring cybersecurity remains open to diverse talent. Permit me to say that they should take a cue from UBA, which is one of those companies that have created diverse avenues for women to thrive, irrespective of the role.
Ultimately, success in cybersecurity comes down to skill, adaptability, curiosity and willingness to learn. When companies create environments that nurture these qualities, they don’t just support women; they build stronger, more resilient security teams overall.
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