Canada’s cybersecurity sector has a pipeline problem — and a glass ceiling

Source: The Conversation – Canada – By Sepideh Borzoo, Postdoctoral Fellow, Toronto Metropolitan University

Canada is facing a well-documented shortage of cybersecurity workers, with estimates suggesting a shortfall of 25,000 to 30,000 qualified professionals — a figure projected to grow to 100,000 by 2035. The persistence of this labour shortage weakens Canada’s capacity to defend itself against cybersecurity threats.

One possible way to address the shortage is to expand the recruitment of skilled foreign workers.

Although Immigration, Refugees and Citizenship Canada (IRCC) announced in 2025 that the Express Entry system will shift its focus from the technology sector toward fields like health care and francophone immigration, cybersecurity remains one of the few technology occupations still considered in high demand for foreign applicants.

Meanwhile, organizations are developing diversity initiatives to attract a broader workforce, including women and racialized women, to the sector. While racialized immigrants account for the majority of information technology sector workers in Canada, they remain underrepresented in cybersecurity.

Cybersecurity historically originated from the military and has been shaped by national security priorities; as a result, it remains a field predominantly composed of white men. The problem is more acute in the upper echelons of security leadership.

In 2023, non-white men made up only 15 per cent of the global cybersecurity workforce. Racialized women are even less represented. Only two per cent of racialized women are in senior management positions.

As researchers who study the experiences of immigrant tech workers in cybersecurity in Canada, we have found that while racialized immigrant women are vital to the workforce, they continue to encounter barriers that limit their integration and career progression.

Ensuring equity and improving retention will require more than superficial diversity initiatives; the sector must adopt deeper, systemic changes that meaningfully support immigrant employees.

Strong qualifications, constrained careers

To understand how this labour shortage is experienced on the ground, we conducted 55 in-depth interviews between 2023 and 2025 with foreign-born cybersecurity professionals in Canada. Participants represented 13 countries, with most orginating from India, Iran, Brazil and Venezuela. The majority had attained Canadian permanent residency and had at least two years of experience in the Canadian cybersecurity sector.

These interviews help explain how the structural dynamics play out in everyday work.

Most of these cybersecurity professionals came to Canada with strong educational backgrounds in technology and skills that are highly transferable. While high human capital facilitated their entrance into the cybersecurity labour market, their career progression was often constrained by the absence of mentorship and professional networks, by language and cultural adjustment challenges, as well as a disproportionately heavy workload.

These barriers are even more difficult for immigrant women to navigate in an industry shaped by traditionally masculine principles, where competition and aggressive growth have long been celebrated as markers of success. The complexity of all these barriers often keeps immigrants, and racialized immigrant women in particular, in entry-level positions.

Interviewees described daily work experiences structured by systemic barriers and stereotypical expectations.

Many reported struggling to achieve a balance between their professional and personal lives as their roles require working long hours and constant investment in updating their technical knowledge. Experiences of discriminatory behaviour from male colleagues toward women were common. Women with foreign accents, in particular, discussed feeling interrupted or unheard during team meetings.

The layered realities of exclusion

Participants in our study described facing challenges shaped by overlapping forms of discrimination.

Some highlighted that their citizenship status played a role in limiting their access to certain positions. For example, participants on temporary work visas — specifically those from countries experiencing geopolitical tensions with Canada, such as Iran — reported greater difficulty entering the sector.

When they did find work, they were often placed in the most arduous positions, such as incident response and security operations centres, with minimal control over their schedule or tasks. Foreign accents or cultural backgrounds often led to exclusion from non-technical roles that require interaction and relationship-building connections with clients in the cybersecurity sector and contributed to marginalization in day-to-day work interactions.

For women participants, these experiences were often compounded by an industry defined by masculine norms — characterized by heavy workloads, long hours and an implicit requirement to avoid any display of weakness. They described experiencing strain in having to prioritize work over family while navigating workplace relationships in which they were frequently talked over and silenced.

The burden of being a minority in an overwhelmingly white, male-dominated workplace varied depending on the women’s race and ethnic background.

Asian and white immigrant women often felt compelled to speak more assertively and loudly to challenge assumptions that cast them as submissive or unassertive. And Black women described having to carefully manage their frustration and tone of voice to avoid triggering stereotypes that label them as inherently angry.

The weight of stereotypes often left them feeling isolated or uncertain about their place.

Change requires a collaborative approach

Removing the barriers that hinder immigrants in their career progression means addressing both the stereotypical behaviours and the systemic factors holding them back.

This would involve changing the workplace culture and adjusting policies at both immigration and organizational levels. Changing hiring, training and mentoring processes can shift how competency is defined and evaluated within organizations.

Our findings suggest that while diversity programs may reduce overt discrimination and encourage the hiring of women and ethnically diverse employees, this doesn’t guarantee that minority groups will be treated equally or have the same career advancement opportunities as other employees.

Encouragingly, our findings also show that employees treat one another fairly in workplaces where leaders demonstrate fairness in their behaviour. Women in leadership positions, particularly, play an important role in changing workplace culture and advocating for underrepresented groups.

Enhancing diversity in the top leadership positions may also contribute to a more equitable work environment.

Hiring more gender and racially diverse people, and integrating them in leadership positions, can help create a workplace where every employee has access to mentorship that reflects their identity.

Federal and provincial governments can support these changes by embedding equity goals into immigrant selection and labour standards. Strengthening early and predictable pathways to permanent residence would also reduce immigrants’ vulnerability to precarious work and exploitation.

Together, these measures can help ensure diversity initiatives translate into genuine inclusion rather than merely masking persistent inequities. But without addressing the structural issues, Canada risks relying on immigrant talent to fill labour shortages while systematically limiting their success.

This project receives funding from SSHRC

This project was supported in part by the Social Sciences and Humanities Research Council (SSHRC), the Canada Research Chair (CRC) program, Canada First Research Excellence (CFREF) through the Bridging Divides program.

Rupa Banerjee does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.

– ref. Canada’s cybersecurity sector has a pipeline problem — and a glass ceiling – https://theconversation.com/canadas-cybersecurity-sector-has-a-pipeline-problem-and-a-glass-ceiling-270764