2016 - Jane Frankland - Gender Diversity in Cyber Security: What Works?

my company's thank you okay so thanks very much for being here I'm here to talk to you about gender diversity in cyber security and what works so my objective for today is really to help you understand the importance of gender diversity I want to leave you feeling empowered and inspired to help because there's so much white and can be done so just tell you a little bit about me I'm an entrepreneur a speaker a mentor and very soon too soon to be published author I've had 18 years in information security I've built in salmone seven-figure penetration testing company I worked here at ncc as a director and I've also want a sense closed for the

bulk of my time in this industry has been as an entrepreneur I'm an FC magazine awards judge for Europe i'm a board advisor for club CSO and clubs ESO has about 170 senior cybersecurity leaders in it mostly from Europe and we get to work on various projects the project that we're working on at the moment is a metrics project I was also a finalist at four women a cybersecurity woman of the year I feel like some kind of like superhero when I say that but it's real honor to see have been a finalist at that and I'm also among 23 kids which is a very important job so why does gender diversity in cyber security matter and how did I come to do

to do this it was a question actually that you asked earlier all of the work that I'm doing in gender diversity came by chance it is a very topical subject right now it's almost every time I openly 10 there's an article on gender diversity inside the security or hat how to try and get more women into the industry for me it happened by chance i read an ayah c squared report and it it showed the numbers of women in the industry globally and that actually didn't bother me but what bothered me was the fact that the numbers are decreasing year upon year that was a huge concern for me having been in the industry for so long I know lots of

women in the industry so I really didn't think it was as bad as it was and so what i did i was shocked enough to write a blog and i spent a whole weekend writing that I was absolutely scared stiff that I was going to get crucified when I published that on linkedin but I was courageous and I press that press the button on that and I thought this is my view having been in the industry for so long and it is the view of an entrepreneur but I'm going to get it out there and LinkedIn went mad in a good way so I had loads of people commenting on the blog it's still there for you to read if you

want to and I had lots of people reaching out and this was all over all over the world and when I did that when that happened I realized actually this was a huge issue and I actually hadn't done up until that point so it was asked to write more about that so I wrote a big piece for forensics towards the end of the year and then over Christmas time I didn't have my kids for about a week and a half and i thought i would do more research so I did that and ended up writing a 15,000 wild report on the global state of women in cyber security and all at that stage or left foot was actually I'm just going

to get it out in like 10 and help and then something stopped me and I suddenly thought this is half a burka 15,000 Vlad's it's half a book if I can go out and I can interview more women and men in the industry and tell more stories I can add more value and so I got into LinkedIn again and put this in fact actually before getting on to LinkedIn I found a publisher friend and I said look this is what I've done is it was me doing this and she said you'd be crazy not to so I then went to LinkedIn put it out on linkedin everyone were sites yes please do this this is going

to be great and then I had the the challenge of how do I raise the funds to get this book out there to publish it so I got him to kick a starter and did a project my first project on that I raised the money got sponsorship bank of america response ring and and then said about lighting right in the burgh so right now the book is going to be published at the end of the year by the end of the year I'm out there interviewing women and men globally and the information that is coming back is absolutely fascinating it's incredible so some of that I'm going to be sharing with you today so put so like I said the numbers you

can see on the graph here this is this is what the numbers are looking like they're declining year upon year and it's not it's not good enough the reason why it's so important really comes down to two things the first is economics so McKinsey & Co reported that actually gender equality would add twenty six percent or 28 trillion to global gdp by 2025 if we want to achieve that that's what would happen if you can make more money we can do better things in the world we can do more good when women are in any business profits to increase there's more production there's more innovation we stay on schedule in accordance with budgets much more compared to the modulus teams and

when women are politically and economically empowered societies on the stable so for me that's really good but it doesn't really make much the difference for security it's just we are another industry but on the performance side when we do look at our industry specifically this is what's key for me women see risk in a different way to men we are wired differently and that's because of the fact that we are programmed to give birth to children whether or not we do or don't it doesn't matter we see you risk in a different way and when we want together with men we can do a better job when it comes to fighting cybercrime and actually assessing what I risk posture is so for

me it's all about bringing that together bringing our Doug varsity of thinking into the talent pool and working together so we can up our game because right now the cyber criminals are winning and that cannot continue and there's actually a report here if you look at this link here on a wee forum there's a report and you can play with it so you can look at the differences between everybody working together how we see risk and if you look at men only how they see it and then it's really interesting so as part of the book what I've come to see is that really we have five challenges to address with this and I'm going to go through these with you now

the first challenge is about developing talents and whenever I talk about this everybody always says you've got to get into the school to earlier we do have to get into the schools Aria and we are if i look at the UK and they are doing some fantastic work in in UK schools they have they haven't enforced it yet but they have sets the national curriculum so that girls are coding from five all the way through the issue that we have here is that it's not enforced it's not compulsory for schools to do this and until that happens we're still going to have a problem with girls not getting the same opportunities to to all of this

and increasing that that pipeline raytheon and the National Security Alliance survey the career interests of educational preparedness for gen y's the Millennials in 12 countries and what they found was that sixty-two percent of men and seventy-five percent of women said that no secondary or high school computer classes offered the skills to help them pursue a career in cyber security now for me that's no surprise at all and I'm sure it's not a surprise for you I'll just give you a story here actually might but three kids my daughter is 14 and she recently she had to choose her GCSE options she is very artistic and she chose our Cheetos history and she also chose computer science I swear

there's no pressure on me or her father who are both in this industry to do that she narrow it down she had a few elders like drama and things like that that she was teetering on but she picked those when I went into school she goes to an all-girl school when I went into school and her teachers asked her what she chosen she mentioned those three subjects when computer science was mentioned three teachers pulled a face and one even leant forward and she said do you know what I can't understand anyone doing that so object and I leant forward having just delivered a panel that morning on why we need more women in the industry and said I'm really the

wrong person that you said that too I welcome technology principally cybersecurity and this is why we need more women in the industry it didn't take long literally it was a minute or two minutes someone she heard that she said thanks so much now I understand where you come in and speak to the girls and of course I said yes she has another teacher a lesson teacher who is really cool she definitely doesn't look like my old lesson future and she said when she asked her asked my daughter what are you doing she said you know what I think you should do what you laugh what gets you out of bed in the morning which is something that I

completely agree with she said if if you do pick computer science I think that's really smart because it is the future this is the now technology is the future but it's also there now and I know attitudes like that will change as teachers get younger and they're using consuming technology much more but right now things like this are going on in schools today I heard from someone in in in the room about his daughter who wanted to take a future sighs she still does and her plan is to go Martha for Google when she's older but her school had had an issue with the curriculum they were still teaching ICT and ICT is moving into computer science the school

weren't ready to do that because the school was and they didn't want to do it so she wasn't able to do that so there are huge issues in schools in the UK globally is a different kettle of fish I can't go into that now but signing the book I do look at other countries like India who have a completely different culture and program for getting women in into the education system and building the pipeline and Israel as well so some really exciting things actually that are being done in both those countries and let me look at universities we have to build the talent now so if you can work on the school's get them into the universities that great where

we are now go is that universities are failing by and large the students that most of the time I'm mixing with CEOs that she says will tell me they're not prepared they're learning out of date technology if they are learning technology it could be 10 to 15 years out of date it's not a case of the technology is moving so fast that they can't keep up they are not being being prepared for it it's it's unacceptable my elders has graduated I know how much it cost him and the fact that they are not coming out into the workforce ready is unacceptable it is unacceptable I feel very strongly about that in computer science in the UK we have 123 UK and

institutions higher education institutions that offer computer science there were 90 1565 undergraduates and that's across all the years in two thousand and thirteen to fourteen nineteen percent of them were female and computer science accounts for three point five percent of all UK graduates however however this is such a problem in the UK eleven percent are unemployed six months after graduating and it is the highest unemployment rate out of all of the degrees that are being taught in the UK now a study that has both of the government sufficiently their study has been done but again that is totally unacceptable technology is the now how many times do we have to hear about the the levels of

skill shortage just look sure to do is that we have which brings me on to it till I next kind of slide global spending is set to rise 2 1,000,000,000,000 from 2017 to 20 20 21 and the cost of cyber cyber crime is rising two so between the latest reports that I saw were between two and three trillion dollars cyber security job postings are increasing we are hearing that they increase in three times 3.5 times faster than IT jobs and that by 2020 we're going to have six million vacancies in cybersecurity it's no wonder we've got all of this crime more awareness and so forth so there's a big demand for it the main shortages are according to I C

squared security analyst security auditor security architect forensic analyst handleset incident handler yet how many times do I know people across the board from entry level all the way through to see souls who are unemployed here it's taking months or years and under to get employed I spoke to a lady the other day she had a BF c BSC and in computer science and an MA she couldn't find wife in cyber security so she got a job eventually in IT she's been in that for five years she's desperate to come back into the industry but find it really hard I spoke to a girl the other day she's got a nna in intelligence she's ready to give up on cyber security

because each time she applies she doesn't get anywhere she's done internship she's offered internships but she's not getting a job offer again there are some many many more examples that I can give you both men and women it's not just a gender issue but for me when we hear about stats that we have low numbers of women or declining numbers that is an issue and it's unacceptable and actually the girl that I was speaking about a minute ago is an analyst one of the highest highest our skill sets that we need the second challenge is marketing and for me when I look at this there's so many issues going on here but the first thing I see is that we are not marketing

effectively we're not being targeted with it with our marketing coming from our cells and I same sales and marketing a business development background for me I look at it in terms of profiling so who do we want to attract what do they look like when they hang out how are they speaking and really getting specific about what they look like so we can attract attracts them the with this we have three buyers we have CISOs who have a completely different need to to suppliers consultancies and vendors and then we have employees so typically what happens is CISOs tell me that they need creative thinkers project managers good communicators those that can mostly deal with the stakeholders and the vendors

and then the suppliers have to satisfy the sea salt so they are looking at being accredited so because the sea says we'll look in try to differentiate between between them the and then the employees have different needs and they vary in accordance with whatever level that they are so we're not doing that we haven't i've never seen anything that has gone on strategically and said we are marketing specifically to Gen Y or this level or this sexy ver I haven't seen any of that they've had a lot of conversations image is massively important so most of the time when I speak to people if they don't know about our industry and I say what industry I'm in they'll say oh you

got to be really clever to be in that industry and usually I say actually I know a load of thick people in the industry where there are many many types in in our industry it has a perception of being nerdy or being geeky of being you've got to be a super brain to be in it this industry is so diverse I love it because it's so go bust we have people with Asperger's autism many of whom I pen testing or coding we have people with who are fantastic and encryptions super brains we have good communicators we have analysts you can examine the data it is so diverse and it is so welcoming and we are not getting that message over we

have so many different faces and we have a very large ecosystem so we're not all techies in this industry we're not techies so we're not doing a good job of showcasing what we look like and that's even without bringing gender into it so when we do you approaches from a gender perspective we need to show that there are women in the industry so I'll show you that the next slide action so here we have perception is reality so right now typically with our industry we know that we don't have many women in the industry but by talking about this it can put a lot of women off coming into our industry if we want to

flip this or to show this in a different manner as a strategic recruitment campaign that would that would help so instead of seeing one women now we were to show there were more women there so you are not alone he cares again in terms of how we're wired we don't particularly like to stand out from the crowd unless you are come entrepreneur or rule breaker and things like that which so there are plenty off but typically we want to feel welcomed and state stay with a hard so perception is reality we need to show that there are more women in the industry that will really help language is also important again like coming back to that who are we targeting

are we doing a campaign that is for men and women or is it specifically for women of the men of this generation or whatever language sunny in the u.s. there's a lot of programmers language when we are talking about language typically we're talking about cyber warfare taking down the bad guys and we're talking about if we're posting job ads we're using was like ambitious leading decisive competitive cyber warrior and those are all that's all language that is particularly attractive for men women need to have this brought into context so we need to know why we why we're doing this for the benefit of people in individuals companies countries economies and things like that things like that turn women on

more than you know talking about taking down the bad guys in cyber warriors know that from a lot of research that's been done words that are that women are particularly attracted to our things like support interpersonal relationships complimentary so we need to be very targeted with the language that that we're using and with everything that we're doing we need to be testing the whole time because nobody has got a perfect formula for this it's let's see what's working as tests let's retest let's retest let's retest let's get better conversion numbers and things that not stem I personally feel that stem is not good for our industry and science technology engineering and maths I believe that it needs to evolve into

steam the a is is ours again I know so many people from our industry that have come in from fine arts background I came in from art design i've worked in this industry for 19 years this November I've been welcomed into it it's a very welcoming industry I love it I feel very passionately about it but I came in with art I know there are plenty more like me you've come in with from drama from arts or design or sociology or philosophy or law there's just so many different aspects to to this and we need to be much more welcoming right now we have an issue with regards to barriers and I'll talk about that a

little bit later but we need art and one of the reasons why we need eyes because we need to think creatively we need hackers can do that stairwell thinking creative creatively they don't have any barriers it's just like can you get what we want however you do that in order to do a better job we have to be able to do that and that requires a creative thinking ability so it's important that we welcome in those that have that and some of those come from an arts background if you look at the second most second-most degree actually that is required or taken art in our industry it's actually English English literature so again I know so many who come in with a language

background some of them have gone into coding or other areas one actually when Tina's are a business report a business reporter reply to the writing reports and then has moved into the industry and is being accredited so we do need to welcome it more in and get that creative thinking again looking at the whole conception issue we have to proceed with caution because again we can be tricky as women we can be really tricky and in the UK i think we are their game lets going to say in the UK i think we are slightly i'm trying to choose my words carefully here I think it's different it's different in terms of the world so

some countries are very almost militant with some of this they're less robust a theme that you came a fairly robust with all of this we can take quite a bit but this campaign here by IBM created an uproar to the extent that they had to pull it because women got to Twitter and were very unhappy without the hacker hair dryer campaign that they run so it is a casar proceed with caution and but give it a go this the third challenge is about standards and professional I professionalism and this is my son my other son he would kill me if he knew that this was going out solo big video but anyway I'm going to tell you a story about my son so he

graduated in philosophy and that summer he got a first-class honours degree from nottingham university he is so bright that he took immense a test and they he got a night he's got 1958 he was invited to join Mensa he doesn't say that and again he would kill me for saying that but I'm his mom so I can do that and he got a job with it with a company and he was really excited about that he did an internship before graduating and was very happy to go and move to chop them and start this job for working 70 hours a week and he was an efficiency analyst and he wasn't being developed so the company he knew exactly what the

business model was once he got there and you can see that graduates were coming and going pretty pretty fast with no room for department for him it was a dead end job on a low salary away from his girlfriend he was in London he just thought as their future here I'm not going to be able to progress and most of all hand in my notice go in do my gardening job at painting the same amount of money that I had before doing this in the summer and then look for a job that actually excites me and can develop me with this generation with Millennials and also the generation below it the centennial's or the gem

whys and the gens ease it is so important to to know thats they need development they need feedback if you are not going to develop them we can't keep them and again if you read a lot of reports about these two generations companies will be frustrated because they are leaving after two two or three years one of the reasons why is there not being developed there is also another issue that's going on with graduates compared to apprenticeships and that is if I'm going to have time to talk about that but it's again they have different needs they've got different cultures one is working better than the other so again it comes back to the University side of things in terms of

are they preparing them for the workplace I've gone into companies and and companies have told me that actually graduates were not even completing the application forms they didn't know how to answer basic interview questions like why would you like to come and study here that's to work here which is a basic one it's like come on so they're not being prepared for all the wild horse so back to back to my son so he said so he did all this and he said came back at Christmas time last year and he said mom I feel like feel like leaving doing all this work looking anywhere they're not going to develop me and I said okay let's have a chat about this

so don't hand in your notice whatever you did a hand in you notice and let's have a look at you see day let's figure out what you want to do and I said what about these things he wanted to learn he wanted to be with good thinkers in an environment that would develop him he wanted to hire lots of lots of money he wanted to have a family at some point and be around for his his children and he's very he's a very good thinker and he's a very good communicator and he's very all-round actually so he's very skilled in tons of the stem side of things formats and physics and all of that and and the English quite unusual

oh she but he did the same he had this conversation and I said well what about our industry what about cybersecurity he said absolutely no way so I don't have a degree in in IT and I said like it's not an issue people like you are needed so he said okay you'll tell me more about it and I said he said how how would I get into it how would I start how would I progress I knew you wasn't a techie I knew that he was a Penta so he's just not not like that and so for me he would be much more management or consultant I can actually tell him or that look like and I thought

okay right fine I've only been in the industry for 18 years let me go and ask my see so friends what does it look like and they can tell me either and I understand why they can't tell me and I understand why needs to remain flexible but the issue that we have is if we are competing for hot talent we need to be able to have some root there to be able to explain it and show what it looks like because we're out there competing with law with with like an honest with law with banking with potentially teaching and accounting we need to pull these people in those are kids who have transferable skills you can come and work in our

industry we don't want them to have them counting is a dying it's a dying sector it's been replaced by technology let's get them into tech let's get them into cyber security but in order to do that we have to be able to show what it looks like accreditations are a huge issue there is definitely a place for accreditations but right now I really do feel like it is the tail wagging the dog there's such an issue with job some things like that so there's a big emphasis on accreditations again when I spoke about the ma graduate I had her saying to me do you think that I should go and do a cissp course and I said

absolutely no no way if there's a point you don't have any experience it's a waste of your time and it's a waste of your money the other thing with that is that it's really for those who have been in the industry for four or five years so it's not serving the partners in terms of employers looking at these these things all they're going to see is someone who's who's got qualifications but hasn't got the experience so most of the time that person isn't going to get any further on then I get a little bit further up the ladder in terms of an interview but most of the time they're not going to get anywhere so it's a

waste of time doing things like that but it invariably graduates and people looking to get into the industry or finding it hard to get a job will ask me should I go and get an accreditation challenge ball is recruitment and with recruitment again all of these are huge challenges but there are some quick wins that we can become made with recruitment there are three stakeholders we have recruitment agencies and I don't think there are any recruiters in this audience are there any recruiters in New Orleans though I lo asking this question because usually there are and recruitment agencies what can I say about them there are a few that are good usually it comes down to individuals and

usually I can name them on one hand I'm sad to say that but it's usually the case they need to up their game they are just not doing a sufficient job they are being lazy they doing keyword searches how many times do I get asked about coming to their pen test or a company I built pen testing company I've managed pen testing teams I am NOT pen tester and with my LinkedIn profile says that no it's just like come on Toby an imbecile go read my LinkedIn stop being lazy and so I can throw that back at them and I'll also throw throw it back at their managers why have you not taught them to do this properly and like

I said there are a few that are good and there are some companies I'm hearing more than others who are doing a better job but they need to do a better job it's it's it's terrible the second stakeholder really are human resources so most of the time when I speak to CISOs they will tell me that human resources get in way they block they'll say I've got a window of opportunity here in like three months please help and very occasionally I speak to HR pilots who are doing good job and I have come across a few and they will be in the book but most of the time they're blocking they are incredibly powerful and they are not helping us to do the

job that we need to and then we have hiring managers hiring managers typically haven't been taught how to how to hire and they don't know how to interview and really if you want to look at increasing gender diversity this is all these areas are areas where we can really make inroads so just to give you something I don't know if any of you have heard of this riddles seen it before there you know ask and I'm going to say it to you so a father and son are traveling in a car their father there's an accident the father is injured he is fatal the ambulance arrives takes the Sun to hospital and when the Sun gets there the

surgeon says I cannot operate the Sun is this is my son who is sergeant horrible priest was driving the car thira see I love you for that but this is but this is she know what that is the beauty of this every time I say it is every time I say it it exposes several things it exposes unconscious bias and it's a reference points so think is nineteen percent of Surgeons in the UK or us I'll have to check figures but it's roughly about that so most of the time our reference points are surgeons on our men so it's no wonder that we like that I didn't get this at all so to so many and so many

bright people and that the creativity that comes up every time I said oh it's just so much fun for the other thing that it demonstrates his diversity of thinking and that's what's needed if we want to up our game then your answer is just as much right as yours we need that diversity of thinking and usually what I find when I ask this is there are the reference points according to gender and that does dip that is different intercourse with the countries involved but it also can show the difference between a tech more technical thinker and a more creative thinker that's what's beautiful about it and that's what we need in this industry so no no

wrong answers this is what we need so when everyone's banging on about equality and things like that we actually don't want at the moment we've got inequality with this fast pitcher here where everyone standing on boxes little pass and can't see over can't see the game then we have got a solution whereby and a couple of boxes stacked up so if this little person is is the minority of a woman they can see over what we have insecure insecurity in our industry is we have an issue where by a lot of men are feeling bypassed because there are the metrics or the goals and targets because more companies are saying we've got a forty percent or

thirty percent goal or target to increase gender diversity in the workforce and some men are feeling bypassed and then some women are thinking I got that because of my own merit not because I'm a woman so don't look at me thinking like that so we have a really challenging workplace issue to solve right now what we are after is the third box when nobody feels they're getting special attention and what we have is best person for the job because whilst I go on about all of this gender stuff on women in the industry what I'm really trying to do is help the industry help me indistinct mature it's still really young it's new it's been born from IT

and by doing that we'll get more women into the industry this is a people thing not a woman thing evidencing and competency is massively important i doing a study at the moment actually and they be really interesting to see the results of that i can also i can see some at the moment but again when it comes to recruiting for jobs a lot of talent is there but some are not putting themselves forward port for the jobs so i was speaking to your company the other day and they said that they went internally for actually wrote the position and they the person who got the job knew about the job she was actually from a sales background she'd be my

company for years she knew all the products and services she could communicate she can negotiate and the job that was required for this particular hiring manager was really a stakeholder someone who can the a's and vendors and suppliers and and she said to her why have you not put yourself forward for this job and the women said why didn't think I'd get out and I I it's it's nice cybersecurity I don't do that she said you've got all the skills required so she encouraged her to apply for it she did go through the whole process and she did get the job so for us out there when we're looking at talent it's about being vigilant it's

about looking really at the skills that we need instead of looking at by 12 to three years experience in some cases we don't need that some places we do for what can we do in terms of supporting and developing that talent internally just like when I talk to my friends who've been in the industry for who are in their forties that's let's say and I say to them look we all came into this industry roam around our 20s we got in we were welcomed many in the industry got in with a few qualifications a few lousy grades and they're in top positions now why are we putting the barriers up when we need talent when got a shortage supposedly of

talent why we're putting the barriers up why we not looking this at this in a more comprehensive way and we can do that through through methods through things like blind auditions through processes and through technology so blind auditions are really interesting as in really seen the ghost shorts at that music program that's on son I TV and they do blind auditions and they all sweetly got will.i.am he's that the boys okay then they do that so they cant hear the singer they don't know what they look like but all they can hear is the sound so do go like a sound there was a there was a survey done in he goes Boston Philharmonic Orchestra

and they were convinced that they weren't recruiting based on gender when they put up a curtain in between so they couldn't see who they were actually recruiting all they could do was hear the music they increase the numbers of women in New York astre by thirty-five percent thirty five percent and they were convinced that no they won't do another to lead and that oh it's just about the music thirty-five percent increase you can do things like that in our industry quite simply so challenged fight is about the wild place culture and this is the hardest and this is going to take years to change so we have Howard and Heidi Howard and Heidi Rosen is a case study

that's taught at Harvard and essentially what what we have is students are presented with to the two individuals they're both in fact there is one person the person is is Heidi the real person is Heidi a real life example but this particular person Weber is powered or Heidi is highly networked so build company before they're they're friends with Bill Gates they used to know Steve Jobs they sit on boards they're a pretty awesome amazing person when the students are asked to rate either one of them how it is someone that they want to walk with he's competent and efficient and amazing but with Heidi they don't like her they can see that she's confident but she's not

they don't want to walk that they don't want to employ her I don't like her she comes across as being selfish and what their demonstrates is that in most cases leadership is still being viewed as a male and male things when they're not supposed to be nurturing and there can't be competent and likeable at the same time so it's we have that issue to to address which will take time but for me what I say is this is really where I think we are now so when I stand up at events and present i'll talk about i'm a woman that builds a seven-player global penetration testing company I don't really want to say I'm a woman that did that I'm a

person but and in here's an example the reason that I do is not to be arrogant or boastful or anything like that is to show that it is possible I'm standing up as a woman saying you can do this too it doesn't matter what your sex is and being a role model and approachable role model as well because there are many women out there in our industry who are not visible and if they are visible who are not helping people whether it's men or women out there in the industry so many times I get approached a mentor and so many times I I hear from people who say well you've replied to me that's amazing are you I didn't think you would

why would I not it's it's not acceptable so we need visible role models and more women to show that we are in the industry we also need more mentoring and sponsoring so the mentoring can help with development and the sponsoring can actually help with getting them into into jobs so again challenging and say I've got a job for you or I know someone who is let me introduce you because like that can really help so what next ok well there's loads to do so there are 4 i'm pretty much wrapping up here there are four important shifts that are happening for us and these are going to happen over the next 10 years the first is that technology is going to

advance at speeds that you have never witnessed before and so excited about this by 2025 we're going to have five billion people online seventy-five percent from emerging countries markets and we're going to have over 50 billion connected devices technology will technologies will increase we're going to have more mobile more internet things and more cloud because the cloud will be there will be all connected we're going to have the ability for creating global infrastructures upon which services resources and applications can be built because of that it will enable enable us to work in different ways so theoretically and this is happening an atom sectors on the markets we're going to be working more on project by project

basis we could be walking by the hour look at it's going to be competing with the world so it's going to be a very interesting environment that we're going to live in artificial intelligences is already coming and machine learning so we had the diaper challenge in the States the other week so interesting I find it fascinating I really do but it's also a threat to us so what is really important is that we are aware of that and we carry on learning brings me on to the second point education is going to grow our needs our need for growing so by 2025 we're going to have 262 million enrolled students at universities all around the world and let's get a lot of

them are going to come from enlarging markets like China and India we're going to have online and analytical and adaptive learning methods she's really exciting because we're going to be able to do a better job of actually teaching so many of the courses are going to be free many of them will be massive online massive online courses we're going to have so many different learning methods and we're going to be able to walk we're going to be able to tailor courses in accordance with graduates need so if they're more kinesthetic learners or auditory or visual we're going to be able to satisfy them in that way and do a better job of analyzing what their

competencies are we are going to have 20 million stem graduates mostly point merging markets I think it's 16 million by 2025 that's that's I to me it's just like wow it's incredible to think me that most of those are going to come from emerging markets by in terms of the the third shift is all to do with demographics our longevity so by 2025 815 million people will be over 65 years old so at the moment we have developed countries who have declining birth rates due to increasing female educational personal choice and enhanced child metal medical provisioning we've got aging populations so people are living longer and some of those people are going to be reliant we're going to be retiring and

they're going to be reliant on people working and then some of them would also have to work because their pensions have been affected due to the financial crisis so we have a big issue with regards to this and in a world place it's gonna change the culture because more of us are going to be out there having to or just look after our children but look after I aging parents as well so the workplace is going to have to adapt in order to satisfy that because you've got more older people and the emerging markets they put the reverse so they have high birth rates and more working adults so when you bring all these things together along

with the last shift which is about globalization the world is more joined-up if by 2025 we're better connected we are consuming and developing low cost and thrifty innovation that is coming from all of these emerging countries so that we can do things faster and cheaper and then we've got India and China growing these massive talent pools the other thing that we have is an issue with resources so we have an issue with consumption of resources and as a result the costs are going to increase and people aren't going to be as as mobile so we're going to be slightly more isolated but we're going to be able to work because we're connected so all of these all of these

things are coming and what's in is that you're aware of those because they too have to know where you are now and to know what's coming can affect the choices that you make I'm going to end now really where's something that I want you to imagine having hired what I would have said today I really want you to imagine a world where by we are not looking at people based on gender on age and ethnicity well we actually look at people there's been people because why whilst I talk about gender this is a people issue we need to free man up as much as we need to free women up and if we're to move

and change things then men men are the key for all of this we have ninety percent of the work ninety percent of our industries man things aren't going to change unless that unless the guys get on board and when the guys do get on board it's going to help them because they're going to have a different working environment it's going to be much more fun with women in in the industry that it's it's going to change things I'm very excited about that I really want you to imagine a world where by there is there are more of us working together we've got more balanced and we are not looking at people based on on how on how they look

so if you want to find more more about this find out more about those that i have got the book there's a link here to to the book please connect with me on LinkedIn if you're not already connected please do that my address is there I will communicate I always do that so please do and if you can reference if you hide this if you do do that just reference that you hardly speak here that would be great and if you want more information than just reach out to me my emails that thanks very much [Applause] we got any questions the gym if you'll take much ya know I know is not what ? interest-free I

already been my cravats and see and that wasn't usual schools help and relief that coding but every what the same because be will be yeah well thanks for that yeah I had I don't know about it there's so many there are so many schemes there's so many and he's getting all of the minerals and it'll microcomputer search oh wow so I the Raspberry Pi yeah yeah it was in one thing but the idea was that they will do that yeah brilliant and so that's yeah you know the casino yeah girls yeah kind of take you up but eats after my carry-on isn't it great new from the motor phone when you go from this this is our it's

again like my daughter she was taught all of the coding when she was in the genius cool but when she went in secondary or stopped it's just like why you don't know that great work so it's about follow through and normalizing it became normal yes

yeah it's their job to drive it for this about it yes ago yeah the cut bomb is there yeah no thanks I'll look it up thank you authorities or in schemes yeah that there are if you there's one load is being piloted at the moment if you email me I'll sort you out so yeah it's so important mentoring yeah and I've mentioned thing what every American students instead of watching industry of the skills sometimes you know what little i am sound

so it wouldn't so i don't understand i prime skills yes became anything pink doesn't want more and not only with the teachers or example i would think could your younger yeah yeah just just not younger teen just sometimes like knows something's come over more things easy yeah you raised a really good point actually because say i went into one company and stay so it wasn't in the school then but they had a they were talents bottom so they had they were going and having 15-minute conversations with those that have been identified in the company as potential hi pliers and what they were picking up or was actually some people were not approaching their managers because they

were afraid they were too high up so it's almost side that you're near enough and approachable so that i can i can do i can do that so it is and the other thing with mentoring that is really important to know is that mentoring is a two way thing so I i mentor a lot that i learn as much but for my mentees as I as they do for me sometimes it small but it's really a two-way thing so it's not one is the Guru close of the Guru's they both share yeah yeah

that culture you love it whatever please thank you we can somehow written you know so now get to let that group of people laughing at me you raise a really good point man so I many of them are institutionalized so right now we have a big drive with the armed and horses get them in all over the world and it's great I love working with in their amazing fantastic skills but invariably what I all here is that out-of-the-box thinking they're so institutionalized that all they can do is take orders and follow protocol and things like that and there is a need for that in our industry but there's also i need not to so to challenge and think

creatively and some of them can make that change and then be less institutionalized than others but it is it comes back to that inquiry the whole stem thing if we're trying to get the same type of pass and whether that is those from the services or those with stem you're going to be just like focus like that oh and then someone who comes in humane done after drama or whatever but can think well because that's what you want we want good thinkers and comes in and says it is what our and everyone's kind of going oh yeah didn't think about that your suicide the example with the unconscious diets is that beauty of diversity that enables us

to be better so if we just go for the same time that's a huge issue it's it's it's a threat to us in our industry was so varied we need to be really dumb ass with really welcoming what's important is what you have good thinkers great well thank you very much