Lynn Dohm: A Global Sisterhood

Speaker A: This is Lessons from the School of Security Hard Knocks. I'm your host, Joe Saunders, founder and CEO of Run Safe Security. This podcast is about global leaders and their toughest lessons from the security domain. Today's guest is Lynn Dom, Executive Director of whis. Lynn, welcome to the podcast.

Speaker B: Thanks for having me, Joe. I'm excited to be here.

Speaker A: Uh, I'm excited to have you here and I'm excited to learn more about whis. So tell us about WHIS and your role with the organization.

Speaker B: Okay, great. Yeah. So we're Women in Cybersecurity. We often go by our acronym we. So thank you. You did pronounce it correctly. Um, but it's spelled W I C Y S Woman in Cybersecurity. And we pronounce it we sis, like we sisters because we're a global cyber sisterhood. So our mission is to recruit, retain and advance women in CyberSecurity. We're a 501 nonprofit. We've been in existence as a nonprofit for five years, but we started as a conference 10 years ago. And so right now, being a member based organization, we have over 9,000 members with representation in 95 countries. We have 65 or 66 professional affiliates. That number continues to grow. And professional affiliates are extensions of our global organization. And they're all throughout the continent of Africa and throughout countries like Australia, Canada, France, India, Pakistan, Norway, Germany, uk, Ireland, and throughout the United States. We have corporate affiliates. We also have specialty affiliates like an AI Critical infrastructure, cloud security, data privacy and cybersecurity law, LGBTQ pride, neurodiversity, military, Deaf Colors of Inclusion, Latinas in cyber, and so many other areas of engagement. And then on top of all of that, we also have 240 student chapters. And so that's just our community alone. But what we do is we provide accessibility and opportunities to cybersecurity security. We layer it with mentoring and resources and all the wraparound services needed for extreme success. And then we layer it and align it with our initiatives from our strategic partners, um, to make sure that we're always cultivating this culture of inclusion and that everyone has a place where they belong in cyber security. So that's a little bit about us.

Speaker A: Well, it's truly a global sisterhood with those kinds of numbers that kind of reach those kinds of organizations involved, including the students. Um, but, you know, all the countries involved and all the, all the 9,000 members. Truly a fantastic story. So I'm curious, how did you go from conference event to 501c3 and what was sort of the Seminal event in the industry where you thought, hey, we should really make this a global sisterhood.

Speaker B: Yeah. Thank you. I, um. Really? Well, you know, back in 2012, 2014, our founder was at Tennessee Tech University. It's Dr. Amberine Siraj, and she was at Tennessee Tech University at the time. And she was the one that initiated reaching out to NSF. So we're an NSF project. They awarded a $70,000. And in 2014, we had our first Women in Cybersecurity conference. But the reason why is because when she was a professor and. And prior to that, studying and loving computer science, so learning more about cybersecurity, she was leveling what she was learning, but she was the only female in the classroom. Well, when you then become a professor, a PhD, and you're teaching in the classroom and you're still the only female or one of very few other women in the classroom, and there's data that's coming out there saying at that time that women represented 11% of the workforce. You think, hm, if you're not seeing it in any of your circles of industry, academia and government, then where do these women ex? And so her initial thought was, if these women in cybersecurity exist, let's bring them together at professional development technical conference to learn and grow in CyberSecurity together. So NSF said, great, they awarded her $70,000. They thought that was enough money for her to engage 250 women. She was able to take it and engage 900 women. So in 2014, 350 women came. In 20, um, 15, 550 women came. And then that money was done. But through a lot of hard work, all the right companies and commun and UM organizations continue to fund and grow the conference. But in 2018, there was not a clear shift. The community of the WHIS organization was growing. You know, it was going to a thousand attendees, twelve hundred attendees. So it continued to grow and the momentum was strong. But we realized that women in the workforce was still at that stagnant 11%. So in 2018, we realized that there was a lot more work that needed to be done. So that's when we became a nonprofit. And, um, and I came in as executive director in October of 2019. And we continue to grow that community effort strong with a lot of big programs that help bridge that gap going, you know, from listening to what our community, uh, showcases that their gaps are and aligning it with our strategic partners to bridge that gap.

Speaker A: Well, if I think about the timing of that setting up the 501C3. Building that organization, launching that organization, building on the momentum that was established. Uh, you're going straight into, if memory serves right, within four or five months, you're facing the pandemic. So how did the pandemic help or hurt your ability to expand your reach and achieve your goals?

Speaker B: So the pandemic was definitely something that nobody was anticipating. Me myself especially coming in and as executive director and as a nonprofit organization where at that time the majority of our programming was in person. And we always thought as a board that we would launch into the stratosphere of the virtual space. But the pandemic was the catalyst that pushed us there. And when we canceled the Whis's conference, it was March 5th. That morning our executive committee met and we're like, no, the conference is going to still go on. We have a week and we'll be fine. The pandemic is going to hit Colorado by then. And by 3:00 clock that afternoon, that that conference was no longer sustainable. And so, um, we did have to cancel that conference in less than a week's notice. It was very, very hard, not only for us as a nonprofit, how that impacted us, but also for a community that's extremely dependent on that gathering of bringing all that camaraderie into one space. And so at that time we also knew that women by droves were stepping out of the workforce for all the additional caretaking that was needed. Uh, lean in and McKinsey were reporting studies how one out of four women were stepping out of their careers because of the pandemic. So we knew that WHIS needed the community and the space more than ever. And so within five weeks we were able to turn that in person event into a virtual event. Fortunately, we already had the platform in place. And with that it kind of removed our already rigid minded that we felt like we had these barriers for this global expansion. We didn't know how we were going to do that. But through the pandemic and going into that virtual conference so quickly, all of a sudden we reduced boundaries and we expanded during the pandemic into an international organization because then we were able to launch these affiliates and countries because we have this reach in this community that was so thirsty for the knowledge and strength of one another in this space, um, that it really, it gave us a moment on building out other programming efforts, but also putting some very intentional actions on how we're going to engage with the community virtually. And we've been there ever since. We still have our in person event now. We went back to that, but we have all these different virtual components and places for our community to not only enter into whis, but also advance in their career because of it.

Speaker A: Well, when you offer accessibility and mentoring in an, uh, industry that needs it and you know, in an audience who craves it to help, you know, advance their careers, it's certainly a powerful message. And on top of that, you talked about layering in partnerships. And I'm curious what kind of partnerships, uh, you have in place, uh, within WHIS and what that might mean for your constituents, your stakeholders, and what that may mean for the partners themselves.

Speaker B: Yeah, our strategic partners are really interesting. They essentially are an ecosystem themselves. So our strategic partners fund us annually and what they're doing is investing in the industry. They have this awareness that they know the industry needs in the investment of, um, because we exist, because, because we're at a critical workforce shortage. And for us, our mission to recruit, retain and advance women in cybersecurity is one piece. Because we know that in order to build an effective cybersecurity workforce, you need diversity. But in order to have diversity, you need the pipeline. In order to have the pipeline, you need to tap into the diverse community. So that's where WHIS lies. And we have close to 70 strategic partners that are making a really strong commitment and investment in the industry in order for, to commit, commit, you know, complete the good work that we're doing. Um, but what was really interesting about our strategic partner program is that our partners meet every other month and they became this multi organizational approach to it itself. Nobody is siloed with the investment with whis. WHIS brings everyone together of saying that, hey listen, this is what we're hearing from our community. Are, uh, you seeing this on your side, on the employer side? And if we build this program, like for example our mentor mentee program, which we have 1600 enrolled in it, does that make sense for you as an employer? And does it make sense for our community and are we bridging the gap there? Um, and so our strategic partners are not only invested financially into building the workforce, but they are also committed by having teams and their industry professionals as part of the whis's conversation and everyone collectively inputting their knowledge and strength for us to grow in this space. And so they're an amazing, amazing, incredible amount of, um, companies that come together for that. We're really fortunate to have those employer, uh, partners as part of our team.

Speaker A: Well, with such momentum and strong partnerships, uh, you know, in some circles there is pressure on programs that are expanding diversity and equity and inclusion, you know, uh, in, in the workplace. And in some cases it even becomes politically charged. Unfortunately. I'm wondering how WHIS keeps the ball going, uh, if there are negative forces working against you in some cases. So have you faced any negative uh, challenges like that? Uh, and, and how does whis, you know, keep uh, pushing forward, uh, in, in, in any kind of politically charged environment.

Speaker B: We just stay very laser focused and true to our mission that WHISIS exists because we are at a critical workforce shortage. That is the biggest vulnerability is the lack of having enough capable individuals in the cybersecurity workforce. And our role in this space is to build the workforce. And so for us our uh, focus is on bringing women and non binary individuals into this space, providing the community for them. Not only for, for the, for, for employers to not only have the pipeline from whis, but also for us to work with their employer partners and avoiding the leaky pipe. We want to be sure that the network and the connections are all intact and in place to set up women for career advancement and success all throughout their entire career. And so that's the space where WHIS exists is from folks that might be interested in cyber security. We want to bring them on board and provide many different T programming efforts that will get them certifications and you uh, know, potentially career placement, um, to provide hiring opportunities. But also is that career advancement pathway too. So we have everyone from high school all the way up to csos as part of our community. That's if they're at a certain executive C suite level, they're then in the momentum of paying it forward and offering their knowledge and expertise to, to the next generation.

Speaker A: Well, as you say, the workforce gap in cybersecurity and the uh, the mission that WHIS has, you know, really does complement each other, uh, in terms of, of addressing that ultimate threat to industry. And so with that uh, with the momentum that you have, uh, do you, are you optimistic or pessimistic about the future of that workforce gap and you know, the state that cybersecurity faces, um, if there are shortages in the workforce.

Speaker B: So where, where we are, I'm um, optimistic on the momentum and persevering through these times and to be able to continue to provide women lucrative career opportunities within an industry that has incredible pay growth potential and career growth potential? I'm very optimistic about the shift that I'm seeing in conversation and the narrative going there as well. And for example, when I first started as executive director, a lot of my time was spent reaching out to Various conference organizers and, um, industry professionals just showcasing that WHIS is a community that they could tap into and you could absolutely run a conference and ask women to attend. But if we're not seeing representation, not only all genders, but all ethnicities and cultures and, you know, experiences on the stage, it's not a space where women are underrepresented, individuals are going to stay. And so we've seen just the community rising into this space of awareness, of really having strong recognition of intentional practices to be able to ensure that representation is happening. So it's, it's, it's getting there, and the momentum is there, the conversations are stronger and the partnerships are stronger because of that. And so for me, that gives me a lot of hope in the change that's coming into the workforce. And, and quite honestly, I mean, you know it, Joe, I know it, that, that diversity thought in cyber security is absolutely critical. Not having the power of diversity of thought on your teams is actually a vulnerability because the adversaries certainly have it. And in order to solve problems that have never existed before, we have to break up that group think mindse. All evidence shows that when you have individuals within a group that all have the same mindset, that it provides an illusion of invulnerability because there's no alternative opinions to speak otherwise. And so we need to break up that group think mindset. And the way to do that is diversifying the workforce. So there, that's the space that we exist. And we have an incredible amount of support that we're really fortunate to have an incredible amount of individuals out there understanding the need for nonprofits like WHIS to continue to be funded, supported, and growing.

Speaker A: Absolutely. And, uh, no doubt that that's a vulnerability. And, and with WHIS leadership, I think, and making, uh, you know, uh, things accessible and placing, uh, mentoring programs and all that really helps to, you know, uh, engage industry, uh, to have that, uh, you know, that, that additional viewpoint that can be added. And when you talk about groupthink, you know, I, I have to come back to something a little bit, little lighter than cybersecurity, a little lighter than, you know, professional careers and, and the like. And, you know, a late entry in the inclusion in the pizza wars is Detroit. And I'm curious if you're of the mindset, the groupthink mindset, that Chicago deep dish pizza is better than Detroit pizza, because I, I think there's room for an expansion of thought there as well.

Speaker B: Well, you know, I'd have to, uh, uh, consider that's going to take some time for me to come. Uh, a thoughtful answer on that one. So I'll have to do a lot of consideration. Joe. It will be tough, but you know, as Chicago, uh, being a Chicago girl, that deep dish is really close to my heart. It's hard to break away from.

Speaker A: And do you have a favorite one in Chicago?

Speaker B: Well, we have Giordano Illuminati. Uh, those are always, uh, Gino Beast. Gino Zeast is a really o. Is there. Those are. You know, we don't even order pizza when we go to other cities. We just, that's where we're at right now. So we know where to get the good pizza and we, we stay close to home with it.

Speaker A: Very good. Well, certainly whisis is, is, has uh, tremendous momentum. It's having an effect and, and run safe. Loves to be involved with whis, uh, because you do such a great job and along the way you, you've created quite, ah, a lot of momentum as we discussed earlier. I'm curious if, uh, throughout your career, you know, if there was a moment where you got knocked down, you had to maybe learn a lesson or two and get back up, uh, and you know, maybe learn something from that, uh, experience that's made you the leader that you are today. And I'm curious, uh, you know, as you know, our podcast is about, about toughest lessons. And I'm wondering what is one of your toughest lessons you had to learn?

Speaker B: Well, I've had lots of tough lessons, especially within the four years of being WHIS's executive director. I think the landscape changes so rapidly and we have to you, we have to realize that we're only as good as a leader as our ability to listen and learn and to be flexible and to be able to shift and ebb um with the needs of the communities that we serve. And so coming into the space of Oesis has a strong conference, a strong community with a mission to recruit, retain and advance women in cybersecurity. There's decisions that are made where now we have to make those decisions looking at state by state lawmaking and legislation. And there is challenges with that because this is happening so quickly and keeping the different, um, bills that could impact our community on our radar in order to make decisions on perhaps potential future, you know, site locations or to be able to service our community in other different ways if there's bills that are coming into effect because we have, you know, so much going on with, with supporting women and there's so many demands and needs within all our community. Efforts. And so that is a big challenge. And you know, I learned a very, um, strong lesson earlier this year with the, um, anti drag bill that came up in Tennessee and, and the conversation around where WHIS is, where our location's at, moving forward and how we make selections moving forward, learning from this moment and listening to our community. So, you know, our board had really had to take a step back and we took two and a half months to do major research and assessments to realign our values and our vision of the organization and to make some really, you know, big decisions on how we move forward with all this different, um, um, kind of political unrest, social injustices, lawmaking, legislation, and all those layers that come into the picture. And so it's broaden myself. I grew through this process and will only continue to grow with the strength of everyone around us because of it. So.

Speaker A: Well, you growing through that, uh, period and your board growing through that period only, uh, makes WHIS more resilient and stronger. And certainly, uh, as a leader of the Global Sisterhood in Cyber Security, I know on behalf of Run Safe, uh, we are all grateful for the work that you do and that WHIS engages in and so thank you for being on today's podcast and thank you for all the work that you do.

Speaker B: Thanks Joe. We so appreciate RunSafe's support and I really appreciate this opportunity to have the conversation with you today. Today

Speaker A: this has been an episode of Lessons uh From the School of Security Hard Knocks. The views expressed are those of the individuals only and do not represent Run Safe policy or position. Subscribe to this podcast at Lessons from the School of Security Hard Knocks on Apple, Spotify or any of your other favorite podcast platforms. Check out Run Safe Security on LinkedIn, Twitter and Facebook. Our podcast is produced by Alex O'. Shea. Our, uh, music is produced by Beckett Cerny. And I'm your host, Joe Saunders. And remember, it's a Hard Knocks.