DXC Technology CISO Kylie Watson on building a more accessible cyber security industry

Kylie Watson shares how mentorship, accessibility, and workplace culture shape careers in cyber security—and why retention, not just recruitment, is the real challenge.

Cyber security thrives on constant learning, adaptability, and problem-solving—but the same urgency isn’t always applied to creating inclusive career pathways.

A 2024 LinkedIn report revealed that women accounted for just 17.9% of the cyber security workforce, with men making up the vast majority at 82.1%.

This stark imbalance highlights a bigger issue—not just attracting women into the field, but ensuring they stay, advance, and are valued in leadership roles.

Kylie Watson, Head of Cyber Security at DXC Technology, has spent 25 years navigating and reshaping the industry—not just through technical leadership but by advocating for mentorship, visibility, and workplace cultures that truly support career growth.

To celebrate International Women’s Day, we spoke with Kylie about the impact of mentorship, overcoming self-doubt, and how organisations can create lasting change for women in cyber security.

The mentor who changed everything

At 15, Kylie was working at a radio station when a mentor pulled her aside and told her: “You’re too smart for this. Go back to school, go to university—then come back.”

That advice completely changed her path, pushing her toward further education and a career she hadn’t previously considered. Without role models in her family to guide her, having someone external step in made all the difference.

She later pursued multiple degrees—including in arts, engineering, management, sociology, and cyber security—following subjects that genuinely excited her.

Now, she actively mentors others, participating in programs like the Women in Security Network and the Australian Computing Society.

What true inclusion looks like

For Kylie, inclusion is about accessibility and support.

“Being able to access leaders, being able to access management, and being given really good performance feedback, which I could actually work with made all the difference.”

She believes too many employees go without clear, constructive feedback, only to be blindsided at performance reviews.

The best organisations ensure that mentorship, training, and peer support networks are available to help employees grow.

When done right, these structures don’t just attract diverse talent—they ensure people feel valued enough to stay.

Overcoming self-doubt

Even with decades of experience, Kylie has faced moments of imposter syndrome—especially when working with highly technical teams.

Leading a group of data scientists and cyber security specialists fluent in complex programming languages, she initially felt out of place.

In an escape room exercise, she hesitated as her team focused on mathematical patterns—until she noticed something different.

“I picked up a cup and I just smelt it, and it smelled a bit like lavender. That was my aha moment—I actually can contribute here, I think differently, and I add value.”

That moment reinforced an important lesson: different perspectives lead to better solutions.

Making your work visible

Early in her career, Kylie focused heavily on external recognition, sharing insights through LinkedIn, conferences, and industry contributions.

But over time, she realised that internal visibility mattered just as much.

“When I started sharing my successes and ideas within the organisation, that’s when more opportunities opened up.”

Instead of assuming leadership would automatically recognise contributions, she learned to actively communicate her impact.

Now, she encourages women to take ownership of their work by documenting wins, sharing achievements in meetings, and ensuring their contributions are seen internally.

Keeping women in cyber security

Kylie sees talent retention as the biggest challenge—not just recruitment.

“We don’t have enough of a pipeline,” she says, noting that even her own daughters, who excelled in IT, chose different careers.

Many young women start strong in tech-related subjects but lose interest due to uninspiring curriculum and a lack of clear career pathways.

She believes organisations need to rethink how cyber security is introduced in schools and structured in workplaces to make it more engaging and sustainable.

The goal isn’t just to bring more women into cyber security—but to create environments where they want to stay.

Creating a culture that lifts others up

Kylie has built her career at the intersection of technology, security, and leadership, but her biggest investment has always been in people.

“Don’t be that female that doesn’t lift others up. Be the person that goes, ‘Here’s the ladder, here’s the rulebook, here’s a bit of a guide.’”

Her advice is simple: be the mentor you wish you had, create opportunities for others, and make leadership more accessible for the next generation of women in cyber security.

Kylie Watson discussed strategies for articulating cyber risk to secure executive support and enable organisational protection at a Security Edge panel.