Why IT leaders have much to gain from encouraging and mentoring women in their industry

Receiving very little support during a time of significant upheaval taught Anomali chief people officer Lisa Lyssand the importance of supporting other women in the workplace.

In 2005 I stepped away from a senior career in UK financial services and moved to the United States on my own to begin again in the technology industry - a path that would later take me into cybersecurity.

Not such a big deal, you might think and you'd be right, were it not for the fact that the aforesaid new role required me to move from London to San Francisco in the US.

Stepping off the plane and into a new workplace, I was confronted by difference on every front.  The regulatory landscape was unfamiliar. The culture was different. Expectations felt unspoken and unclear. In the absence of a mentor to guide me through, I had to figure things out, step by step, while fervently hoping the people around me were unable to see how tough it was for me to find my feet.

The only way forward was to narrow my focus. That meant concentrating exclusively on what needed doing on a day-by-day basis, rather than worrying about all the things I didn't know and how much I had to learn. 

Progress, I learned, builds quietly when you take that approach and, looking back, I'm amazed by the lessons I learnt during that period, about resilience, humility and confidence.

Supporting other women to navigate career journeys and challenges

That baptism of fire also gave me something more enduring: a deeper appreciation for senior leaders who are intentional about empowering their direct reports, colleagues and others in their professional and personal networks, and supporting them wholeheartedly through challenging times.

In the years since, I've tried to be one of those leaders; giving freely of my time to mentor individuals who work for, with and alongside me. They've included women who were entering and re-entering the workforce, and transitioning from other industries and professions into the cyber-security sector. 

Through my involvement with Cyversity - a mentoring program connecting aspiring and early-career professionals, particularly women and individuals from minority groups, with experienced cyber professionals has enabled me to extend my 'reach' within the sector more broadly.

Meeting people where they're at

One of the most important lessons I've learned is that meaningful support is never one-size-fits-all.  It's about giving people what they need, when they need it, in a way that's authentic and natural, without expectation of anything in return.

For some people, what's most beneficial is getting involved in a formal mentorship program, with stated goals, regular meetings and clear start and end dates. For others, it can be as simple as helping them think through their next step, encouraging them to stretch themselves or instilling the confidence needed to try something new. 

For many women in cybersecurity, the most significant barrier is internal - the pressure to prove their capability and worth in what remains very much a male-dominated industry.

As leaders, whatever we can do to enable and empower people, to make their journeys a little clearer or less daunting, is what we should do.

Getting the gains individually and organisationally

Support is never a one-way exchange.  It's fulfilling to feel you've played a part, however small, in someone else's success and, hopefully, inspired them to do likewise; paying it forward for another individual in their workplace or network, when the occasion arises.

At an organisational level, there are further advantages to be had. Employees who feel trusted, seen and supported are more engaged, more productive and more likely to stay.

As we come together to celebrate International Women's Day 2026, I can think of no more effective means of ensuring the cyber security sector has a heathy, happy gender balanced workforce than by offering one another the support we need to gain ground in our careers.