About
Answering the Need for Cybersecurity Expertise
The Current Environment
Cyber attacks are on the rise yet building a strong cybersecurity team is a big challenge for any organization. Talent is scarce and the current workforce gap is estimated at more than 4 million worldwide. Those who are in the field are often frustrated by the fact that too many organizations have unrealistic expectations for the positions they are trying to fill. Overloaded job descriptions with excessive responsibilities or unrealistic experience requirements are common for both entry-level and even mid-career jobs. Beyond that, there is lack of support once cybersecurity professionals join an organization. There are no clear plans for training, mentorship or advancement. This leads to talent drain, dissatisfied team members, continuous hiring cycles, and ultimately weaker security postures and incident response capabilities. In other words, it’s a crisis in the making.
Lack of Diversity
Cybersecurity is one of the least diverse industries with women representing just 20% and minorities representing just 26% of workers in the field. The potential to find unrealized talent among these groups is huge. Simply put, ignoring the lack of diversity in cybersecurity puts us at a disadvantage. It’s clear we need to bring new faces, new thinking, and new problem solvers into the industry. How can we do that if everyone coming into the industry has the same profile, training, and experiences? The only way to increase diversity – and thus improve our cybersecurity capabilities – is to consider nontraditional candidates. Taking it a step further, by looking for candidates in communities that have formerly not been considered as sources for talent, we are strengthening the entire U.S. economy.
The GRCIE Response
GRCIE was created to fill the growing need for cybersecurity professionals while simultaneously combating the field’s lack of diversity. It seeks to address three significant issues in the American economy including:
employment gap
A gap between the available cybersecurity jobs and the individuals with the qualifications to fill those jobs.
absence of diversity
Cybersecurity is one of the least diverse industries, which only gets worse at the top. Only 7% of minorities in Cybersecurity hold Director or above positions.
Lack of Hiring
The lack of hiring from marginalized communities. Race and class overlap and people of color have the lowest rates of employment.
The GRCIE Solution
GRCIE offers tuition-free cybersecurity education to the underserved communities of BIPOC, women, and veterans. By doing so we are providing job opportunities and the chance for these groups to build sustainable careers. At the same time, we are able to provide trained GRC professionals to companies in need.
GRCIE enriches the lives of its candidates by combining education, exposure, and career-building opportunities. It delivers a highly energetic, engaging, and interactive user-centered learning experience and a holistic approach to preparing for a career in cybersecurity.
GUIDING PRINCIPLES
Our Values
Human First
We are centered on human-first design, guided by recognized science, and responsive to the needs of this unique era.
Integrity
We adhere to the highest principles of ethics, conduct, and personal responsibility, worthy of the trust placed in us.
Responsive
We bring to light new knowledge by investing in creative ideas to help those we serve thrive in the future world.
Engagement & Advocacy
We represent and reflect the GRC workforce’s interests through public education and community advocacy.
Diversity, Equity and Inclusion
We respect and value the richness inherent in differences to create an inclusive and equitable environment for all.