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SHORTFALL OF CYBERSECURITY WORKERS TO REACH 1.8 MILLION
IN FIVE YEARS The largest ever survey of over 19,000 cybersecurity professionals, by the Center for Cyber Safety and Education — part of its eighth Global Information Security Workforce Study sponsored by (ISC)²®, has revealed that the world will face a shortfall of 1.8 million cybersecurity workers by 2022.
This is an increase of 20% on the five- year projection made in 2015 by its bi-annual Global Information Security Workforce Study. In the wake of the UK Government Cybersecurity Strategy describing Britain’s cybersecurity skills gap as a “national vulnerability that must be resolved” the findings show that 66% of UK companies do not have enough info security personnel to meet their security needs, and it is impacting economic security.
The Centre’s Global Information Security Workforce Study has surveyed the cybersecurity workforce since 2004, providing the most comprehensive report on the industry for over a decade. Its 2017 edition included responses from over 1,000 top UK cybersecurity professionals across banks, multinationals and government bodies. The first release of the data has revealed that the primary reason for the skills gap is that organisations are struggling to find qualified personnel.
The data also suggests that the skills shortfall means that many UK businesses are ill-prepared for the EU General Data Protection Regulation (GDPR), which will impose a mandatory 48-hour window for disclosing data breaches in May 2018. Twenty-two percent of UK respondents currently predict their companies would take over eight days to repair the damage if their systems or data were compromised by hackers, far longer than the legally required window for publicly reporting breaches.
As the fastest growing demographic, millennials will be critical for filling the employment gap. In the UK, companies are failing to hire millennials, with only 6% of UK
04 | TOMORROW’S FM
FSI INTRODUCE PAYMECH
FSI has more than 15 years of broad experience in education, healthcare, government departments and other sectors, assisting clients who serve public authorities in PPP/ PFI. This involves the use of their Concept Evolution CAFM range, for performance data gathering and service delivery management, through to the all-important payment mechanism (paymech), which ultimately calculates the bottom line deductions each month in respect of the actual quality and quantity of service performance delivered.
The Concept Evolution Payment Mechanism System (PMS) is designed for swift, flexible deployment with considerable, pre- built ‘out-of-the-box’ economies it builds on the existing functionality Concept Evolution.
PMS was born from a philosophy that recognises key goals of a paymech; for the client and for the authority being served:
• PMS must have the credibility to present the calculation of performance and any associated reporting to the satisfaction of the PPP Authority.
respondents stating that they will recruit from university graduates.
The failure to diversify could become a vicious circle deterring younger generations from pursuing cybersecurity professions, with research demonstrating that millennials are far more diverse than previous generations and more likely to be attracted to workplaces that represent the demographic.
• PMS must allow our clients to provide services in such a way that, given not all performance penalties can be avoided, it can be used to derive strategic approaches and work schedules that deal with the costliest potential penalties as the highest priorities for elimination.
• PMS must allow clients to operate multiple paymechs through a single database instance.
Concept Evolution PMS can be delivered as a live, operational paymech in roughly half the time it took to configure the previous generation. The configuration work is predominantly carried out by consultants along with your staff, who can then assume front-line responsibility for your Concept PMS’ day-to-day operation.
The future-proofed, upgradable and reconfigurable nature of the techniques FSI use to arrive at the penalty outputs should be considered as having a potential 20- to-50 year life, which can match the projected operating periods of some of the PPPs themselves.
www.thefsi.org
Dr. Adrian Davis, Managing Director, EMEA at (ISC)² said: “A continuing industry refusal to hire people without previous experience, and a failure to hire university graduates means Britain is approaching a security skills ‘cliff edge’. We need to see more emphasis on recruiting millennials and on training talent in-house rather than companies expecting to buy it off-the-shelf.”
www.iamcybersafe.org.
twitter.com/TomorrowsFM
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