New highly validated data from 3,305 employers reveals that the average cash market value for hundreds of tech certifications is at its lowest point in four years. Meanwhile, pay premiums for non-certified skills in the same period have gained 6 percent in value on average. What gives?
There’s always been a tug of war within employers about hiring tech people with skill certifications versus those who have learned by experience on the job. Eventually the question of comparable pay arises, shining a light on whether certification is a valid factor when measuring a worker’s value or potential on the job. And if it isn’t, then how should employers be assessing skills competence?
Back in 2008, I placed a talented senior IT auditor who was one of the first I had seen with excellent data analytics skills, an ACL certification, and a vision for how to apply data analytics to a broader suite of audits. Our Fortune 500 client seemed very keen to capitalize on his skills. However, in the end, our client couldn’t clearly articulate a vision for Audit’s use of data analytics. The senior IT auditor moved to another company where Internal Audit had fully embraced this. Today, he is a senior IT audit & data analytics manager for a Fortune 100 company.
Last May marked the beginning of the application of the General Data Protection Regulation (GDPR), which harmonized and unified the rules governing privacy in the European Union. Leading up to and following the adoption of the regulation, data protection has been in the focus of attention all around the world. Governments introduced new legislation, while supervisory authorities, the civil society, data controllers and processors publicly discussed rules, obligations and institutions set out in the GDPR, and campaigns have been launched to raise privacy awareness among data subjects and the public.
Before beginning my career in cybersecurity recruitment, I worked in the female-dominant industry of travel public relations. I was largely oblivious to the challenges of being a female in the workplace because I was surrounded by other strong businesswomen on a day-to-day basis. As a result, it came as quite the shock when entering the male-centric world of cybersecurity. I was surprised by just how little women trusted themselves when it came to applying for high-level managerial positions, and how few females there were in this space.
It’s become a running theme when attending cyber networking events that for every 20 men I see, there will be one woman. While so many clients I work with accentuate the fact they require more females in their workplace, they tend to only see it from a gender diversity “tick a box” standpoint and are often frustrated or confused as to why they need more women in their team.
Editor’s note: Guy Kawasaki, a Silicon Valley-based author, speaker, entrepreneur and evangelist, will be the opening keynoter at ISACA’s 2019 North America CACS conference, to take place 13-15 May in Anaheim, California, USA. Kawasaki recently visited with ISACA Now to discuss some of the themes he will explore at North America CACS, including innovation and entrepreneurship. The following is an edited transcript. For more of Kawasaki’s insights, listen to his recent interview on the ISACA Podcast.
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