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Summary
Pages 1-4

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From page 1...
... Such diversity is critical in analyzing cybersecurity problems and widely understood to be a "functional imperative" for effective cybersecurity programs. The findings, conclusions, and recommendations contained herein derive from the academic literature, data received from the FAA, the committee's professional expertise, and input collected at the committee's five public meetings.
From page 2...
... To achieve greater diversity within the cybersecurity workforce and meet its future needs, the agency must make better use of existing programs that promote workforce diversity. The FAA's diversity track record is on par with federal agencies and broader trends in terms of diversity of its workforce and its success in recruiting and retaining underrepresented minorities and women.
From page 3...
... Broaden the talent pipeline by building sustainable relationships with educational and industry partners and enhancing college recruitment. In order to help respond to the national imperative to grow the capability and capacity of the national and federal cybersecurity workforce and meet its own future needs, the FAA should consider investments in enriching educational curricula and scholarship programs and mining industrybased talent pools.
From page 4...
... , which would allow it to more easily and nimbly recruit cybersecurity talent. While the FAA, like other federal agencies, cannot realistically hope to match the salaries of privatesector employers, the agency can better use certain nonsalary incentives such as increased quality of work-life balance and targeted geographic opportunities to compete for talent more effectively with other federal agencies.


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