As cybersecurity threats continue to escalate in complexity and frequency, addressing the cybersecurity talent shortage has become an urgent priority for governments, industry leaders, and educational institutions. In a recent interview with cybersecurity leader and current Director of Cybersecurity Partnerships at Scotiabank, Elaine Hum, we explored how meaningful partnerships and long-term strategies can create a sustainable and inclusive workforce equipped to meet the digital challenges of tomorrow.

Emphasizing Diversity and Comprehensive Skills

Elaine begins with a powerful observation, "A truly resilient cybersecurity talent ecosystem relies on a robust pipeline of well-trained professionals who bring both technical and non-technical skills to the table."

To stay ahead of an evolving threat landscape, organizations must actively seek talent from diverse backgrounds. Diversity of thought is a key component of innovation and resilience. A team of individuals with varied life experiences and perspectives is more likely to anticipate and solve complex security challenges.

Furthermore, cross-sector collaboration is critical to aligning education with the real needs of the workforce. When academic curricula fail to reflect the pace and nature of cyber threats, students risk entering the field underprepared. Collaborations between academia, industry, and government not only improve curriculum relevance but also expand access to mentorships, internships, and applied learning opportunities.

"By working together," Elaine emphasizes, "these sectors can develop innovative solutions, foster continuous learning, and ensure that future leaders are prepared to navigate complex threats."

Turning Collaboration into Action

Effective partnerships between government, academia, and industry go far beyond symbolic agreements or press releases. According to Elaine, the hallmark of genuine collaboration includes:

• Shared Vision and Goals: All parties work toward common outcomes.
  
  
• Active Engagement: Frequent, open communication and clear roles.
  
  
• Tangible Results: Programs and policies that produce real workforce outcomes.
  
  
• Mutual Accountability: Transparent tracking of goals and challenges.
  
  
• Long-Term Focus: Sustained commitment beyond short-term campaigns.
  

"Bringing everyone to the table with clear goals and actions ensures that we move conversations into concrete results," she says. These results may include collaborative curriculum design, shared training resources, or apprenticeship pipelines that provide meaningful career entry points.

Keeping Education in Sync with Workforce Needs

Educational programs must also evolve in real time. You must take a multi-faceted approach to stay ahead of the curve. To ensure curricula remain relevant:

• Industry, government, and academia must engage in ongoing consultation.

• Partner with post-secondary institutions to uncover new, forward-thinking solutions backed by research
  

• Programs should be regularly updated to reflect emerging technologies and threats.
  

• Cybersecurity fundamentals should be introduced across all educational levels, from elementary through post-secondary.
  

The Transformative Power of Mentorship and Applied Learning

Mentorship, internships, and hands-on experience are foundational components of any strong cybersecurity talent pipeline. These initiatives play a vital role in accelerating skill development, bridging the gap between theoretical knowledge and real-world practice, and preparing professionals to respond to constantly evolving threats.

Organizations that invest in these programs often see measurable returns, including higher employee retention, stronger innovation capacity, and more adaptable teams. Encouraging widespread adoption requires showcasing these benefits alongside the support of public-private partnerships and leadership engagement, which can provide the momentum and infrastructure needed to scale these efforts effectively.

Expanding Awareness Among Underrepresented Groups

Women make up just 22% of the global cybersecurity workforce.

Elaine views this as an opportunity: "A diverse workforce fosters innovation and strengthens cybersecurity defenses."

Strategies to increase representation include:

• Targeted outreach to underrepresented communities.
  
  
• Inclusive job descriptions and equitable hiring practices.
  
  
• Partnerships with organizations that promote diversity in tech.
  

Elaine also advocates for changing the narrative around cybersecurity: "It’s not just a technical field. It includes leadership, policy, communications, and strategic roles."

Creating a Culture of Lifelong Learning

"Cybersecurity is constantly evolving. To keep pace, we need to embed continuous learning into every level of our organizations."

Elaine suggests a multi-pronged approach:

• Develop role-specific training for all levels, from board members to junior staff.
  
  
• Incentivize upskilling through recognition and advancement opportunities.
  
  
• Establish communities of practice for peer learning.
  
  
• Use sandboxes and cyber ranges for hands-on training.
  

She also highlights leadership's role: "When lifelong learning is championed from the top down, it becomes part of organizational culture."

The Risk of Neglecting Human Capital

Elaine is clear: "People are at the heart of a successful cybersecurity plan."

Underinvestment in talent development leads to skill gaps, delayed threat response, and greater vulnerability. Without well-trained people, even the most advanced technologies and processes cannot prevent breaches or manage crises effectively.

Debunking the Myth of Quick Fixes

A common misconception in addressing the cybersecurity talent shortage is the belief that simply hiring more individuals will suffice. In reality, solving this complex challenge requires building a long-term, sustainable ecosystem—one that emphasizes education, ongoing development, inclusive hiring, and strong cross-sector collaboration.

This includes:

• Building local talent pipelines through education.
  
  
• Providing ongoing professional development.
  
  
• Strengthening cross-sector partnerships.
  
  
• Prioritizing diversity and inclusion.
  

National and Global Models of Collaboration

Elaine highlights promising models such as Canada’s National Cybersecurity Strategy and Academic Partnerships via the Canadian Centre for Cybersecurity, which unifies government cyber expertise and supports critical infrastructure. 

Canada has made meaningful progress in developing cybersecurity talent and capacity through key initiatives, including:

• The National Cybersecurity Strategy and partnerships led by the Canadian Centre for Cybersecurity, which bring together government expertise to support and protect critical infrastructure.
• Academic partnerships and cybersecurity apprenticeships that provide hands-on training to prepare students for real-world roles in the field.
• Initiatives from the Cyber Skills Development team, which align cyber career pathways with labour market needs, promote cybersecurity curriculum integration, and enhance academic skills development.
• Partnerships with post-secondary institutions, supported by the Cyber Centre, offering curriculum reviews and subject-matter expertise to ensure graduates are equipped to meet industry demands.

Globally, Elaine references a few:

• The United States' NICE framework
• The United Kingdom’s CyberFirst program

These models share common traits:

• Early engagement with students
• Structured training pathways
• Collaborative, cross-sector research and development efforts 

They foster formal partnerships, internships, and shared resources to keep education aligned with evolving industry needs, producing a resilient and adaptable workforce. Elaine emphasizes that every organization has a role to play where partnership remains the cornerstone of building lasting resilience.

"Every organization has a role to play," Elaine affirms. "Partnership is the key to cyber resilience."

Getting Started: First Steps for Organizations

For organizations with limited resources, taking the first step toward meaningful collaboration in cybersecurity workforce development doesn’t require a large budget or complex infrastructure. Practical entry points include engaging with local educational institutions to support guest lectures, student mentorship, or internship placements; co-hosting regional training sessions or cybersecurity workshops; and forming knowledge-sharing networks with other organizations to pool resources and expertise. These small-scale, relationship-driven efforts can lay the groundwork for larger partnerships over time. Public grants and nonprofit programs can also help offset costs and expand reach. By focusing on scalable initiatives with measurable outcomes, even modestly resourced organizations can play a vital role in strengthening the broader cybersecurity talent pipeline.

• Partnering with local schools and colleges.
  
  
• Hosting or joining joint training sessions.
  
  
• Sharing learning resources across networks.
  
  
• Seeking public funding or nonprofit support.
  
  
• Starting small, with pilot programs or community events.
  

A Hopeful Outlook for the Next Generation

Elaine is optimistic: "What gives me hope is the passion and diversity of the next generation. They’re engaged, curious, and eager to learn."

She advocates:

• Early education and outreach.
  
  
• Demystifying the field through school visits.
  
  
• Partnering with academia on curriculum design.
  
  
• Promoting inclusive workplaces and growth opportunities.
  

"By supporting young professionals with knowledge, mentorship, and access, we’re investing in a more resilient and innovative cybersecurity future."

Conclusion: A Collective Responsibility

Elaine Hum’s insights reflect a fundamental truth: cybersecurity is not just a technological or procedural issue—it’s a people issue. Building a resilient cybersecurity ecosystem requires all of us to collaborate with purpose, act with intention, and invest in people at every level.

From education reform to real-world training, from inclusive hiring to sustained learning, the future of cybersecurity depends on unity, diversity, and shared action. As Elaine puts it, "Together, we can transform the challenge of talent shortages into opportunities for innovation, growth, and lasting resilience."