- 42% of respondents reported working across multiple cybersecurity domains, with common overlaps between application security, product security, and identity and access management.
- Traditional corporate salary bands often fail to match the needs of the cybersecurity talent market. This discrepancy arises because many cybersecurity roles entail managing various tasks that span several core functions.
- The data also reveals a persistent pay gap, particularly affecting self-identified female employees with extensive experience, where the gap can widen to double digits.
The “Cybersecurity Staff Compensation Benchmark Report 2023-2024” from IANS Research and Artico Search provides crucial insights into compensation, diversity, work conditions, and job satisfaction among cybersecurity professionals. The report, compiled from survey responses from over 560 staff across various industries in the U.S. and Canada and interviews from 100 CISOs, illustrates the growing financial demands and multifunctional roles necessitated by talent shortages and increased responsibilities. Notably, 42% of respondents reported working across multiple cybersecurity domains, with common overlaps between areas like application security, product security, and identity and access management. However, governance, risk, and compliance roles showed less overlap with other functions.
Traditional corporate salary bands often fail to match the needs of the cybersecurity talent market. This discrepancy arises because many roles within cybersecurity entail managing various tasks that span several core functions. As a result, specialized compensation packages are deemed necessary to attract and retain skilled professionals. For instance, experienced cybersecurity staff with over 12 years in the field or with advanced degrees and specialization command significantly higher salaries, up to 22% above the baseline, while those with under three years of experience can earn up to 40% below the standard rates.
Furthermore, the survey exposes ongoing challenges in gender diversity and pay equality within the cybersecurity domain. While GRC roles display the highest gender diversity, areas like architecture and engineering have much lower representation of non-male professionals. The data also reveals a persistent pay gap, particularly affecting self-identified female employees with extensive experience, where the gap can widen to double digits. Retention factors, such as feeling valued and career advancement opportunities, are strongly linked to lower turnover rates, underscoring the importance of recognition and job perks in maintaining a committed workforce.
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