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Glenn Gerstell, who spent much of the last five years pounding a steady drumbeat warning of a global cyber pandemic, has left his job as general counsel at the U.S. National Security Agency. His last day was Jan. 31.
Gerstell will be a senior adviser at the Center for Strategic & International Studies in Washington, D.C., beginning this month. The center, a nonpartisan think tank on global challenges, was not immediately able to provide a start date.
Gerstell took the National Security Agency’s general counsel job in 2015 after working 40 years at Milbank, Tweed, Hadley & McCloy, where he served as managing partner of the firm’s Washington, D.C., Singapore and Hong Kong offices.
At the spy agency, he oversaw about 100 attorneys who “functioned in a manner comparable to corporate in-house counsel,” according to an online description of his office structure. He reported to the U.S. Department of Defense general counsel.
Asked for comment, the agency Monday referred Corporate Counsel to a speech Gerstell made Jan. 15 to an American Bar Association committee. In the speech, he said, “It is almost impossible to overstate the gap between the rate at which the cybersecurity threat is getting worse relative to our ability to effectively address it. The simple fact of the matter is that no nation has yet found an effective solution to stop foreign malevolent cyberactivity.”
The speech discussed three key points that challenge national security:
- Technology is less susceptible to or contained by national boundaries, with other countries, especially China, having the potential to surpass U.S. advances.
- Cross-border cyberactivity makes “it harder to hold a foreign nation-state accountable for domestic damage. All of this introduces extraordinary complexity into international relations and national security arrangements.”
- The balance between the federal government and the private sector in the area of technology is undergoing rapid, significant change, with the private sector in the lead. “The extent to which this puts effective power in the hands of the private sector and the extent to which the private sector is permitted or required to share that information with the government will be a defining public policy question of the next decade.”
Citing his upcoming departure, Gerstell concluded his speech by praising the men and women at the spy agency.
“Having had the privilege of assisting on the front lines in national security efforts,” he said, “I am confident that we have intellectual ability, moral integrity, skills and dedicated professionals across the intelligence community and defense establishments. In short, I have no doubt that we are capable of addressing these challenges. But it will require a broad and integrated effort to do so, and I know that the lawyers in the national security sector… can and should be in the vanguard in addressing these challenges.”
The speech was a calmer version of a lengthy opinion article Gerstell wrote for the New York Times last September in which he warned that “the unprecedented scale and pace of technological change will outstrip our ability to effectively adapt to it.”
He went on to write, “The digital revolution has urgent and profound implications for our federal national security agencies. It is almost impossible to overstate the challenges … The short period of time our nation has to prepare for the effects of this revolution is already upon us, and it could not come at a more perilous and complicated time.”
The article cited the “extraordinary economic and political power” that technology puts in the hands of the private sector, and its “potential for a pernicious effect on the very legitimacy and thus stability of our governmental and societal structures.”
Gerstell served on the President’s National Infrastructure Advisory Council, which reports to the president and the secretary of Homeland Security on security threats to the nation’s infrastructure, as well as on the District of Columbia Homeland Security Commission.
A graduate of New York University and Columbia University School of Law, he previously served as an adjunct law professor at the Georgetown University School of Law and New York Law School.
When he retired from Milbank in 2015, Gerstell said of his new national security job, “There is a tremendous level of technical expertise here. At this agency, everyone is mission-driven; they truly want to be here. They probably could be making lots more money working at Facebook or Microsoft, but they’re here because they believe they are doing something important—and they are.”
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Source: National Cyber Security – Produced By Gregory Evans Programming has five main steps: the identification and definition of the problem, the planning of the solution for the problem, coding of the program, testing, and documentation. It’s a meticulous process that cannot be completed without going through all the essential points. In all of these, […] View full post on AmIHackerProof.com
The cybersecurity industry is facing a mounting talent crisis. Demand for cybersecurity experts is outstripping supply by 25% and analysts are predicting 1.8 million unfilled positions by 2022. This talent gap is quickly becoming a critical issue for businesses, leaving them dangerously exposed to cybercrime and putting their investments in digital transformation at risk. Innovative thinking is needed to plug the gap.
One of the most exciting options for me is diverse hiring. We live in a vast, multi-cultured world filled with people from different backgrounds and different perspectives yet, all too often; we recruit from a narrow band of personality types. Those that are willing to widen their recruitment net will find genuine talent that is being overlooked by their peers.
For example, there is a growing body of research on the benefits of recruiting neuro-diverse candidates, such as individuals on the autism spectrum. Studies from the National Autistic Society have shown that people with autism are known to be analytical, detail-oriented and to have strong problem solving skills, making them ideal candidates for cybersecurity roles. However, many people with autism struggle to navigate recruitment processes or cope in a traditional office environment.
Given the talent crisis, why are we ignoring these highly skilled people? A few pioneers, such as Microsoft and SAP, are implementing more inclusive approaches to hiring and also creating bespoke roles that play to the strengths of those with autism. However, much more could be done to bring these kinds of people into the workplace. Some simple solutions include giving people the option to work from home, removing line management responsibility from positions or providing autism awareness training to make teams more accommodating.
Another untapped pool of potential is millennials. Unwittingly, many organizations put themselves at a disadvantage with this group by not designing recruitment campaigns to address their needs and the channels they consume content on. According to Capgemini’s research, 82% of Gen Y and Gen Z talent are looking to join organizations that recruit in an innovative way. This means reaching them on the mobile platforms they use every day. Some companies use gamification to attract the brightest talent. L’Oreal for example uses a game called Brandstorm to attract bright undergraduates and the Cyber Security Challenge UK conducts annual gaming competitions to find the next generation of cyber defenders.
Of course, great cybersecurity talent doesn’t have to come from outside the organization. Many companies are in fact sitting on a hotbed of unrecognized or undiscovered skill. Our research found that over a third of employees are anxious that their skills set will become redundant in the next four to five years. This is prompting half of employees to invest their own resources in digital upskilling. So rather than recruiting externally, companies should look inward and scout candidates in fields like network operations or application development, where they can find individuals who already possess knowledge and skills that can be easily adapted for cybersecurity.
Once great candidates are through the door, the next challenge is keeping them. Four out of five employees want to be able to work remotely, so offering a good work/life balance is key. For millennials, a clear career development path is important and 84% want regular feedback and achievable goals.
Elsewhere, another challenge faced by the industry is attracting enough women. Currently only 11% of the cybersecurity workforce are female. Popular culture has fueled the perception of cybersecurity as a masculine industry, with depictions of male, “nerdy” hackers. Offering internships to female students, providing mentors and highlighting the work of senior female cybersecurity specialists is a good place to start changing this perception and bolstering your recruitment pipeline.
The repercussions of a cyber-attack are potentially devastating, from hefty fines, to lower share price and reputational damage. But businesses are struggling with a shortage of cybersecurity talent and the problem is certainly not going away. By adopting innovative recruitment, training, and retention strategies that will appeal to cybersecurity talent, organizations can take an important step in helping protect their companies from the risks of our connected world.
The post Think #outside the #box to #tackle #cybersecurity skills #crisis appeared first on National Cyber Security Ventures.
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The cyber insurance market is expected to grow, by a lot. Researchers at PricewaterhouseCoopers predicted in 2015 that the market would hit $7.5 billion in annual premiums by the end of the decade (and at least $5 billion by next year). With recent high-profile attacks like WannaCry, cyber insurance demand…
The post For Cybersecurity, Independent Contractors Should Think Like Big Businesses appeared first on National Cyber Security Ventures.
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Source: National Cyber Security – Produced By Gregory Evans Applying these five considerations will make for a more successful path to cloud security. Cloud computing promises significant costs savings and more streamlined management of mission-critical information technology, data processing and storage needs. But is it secure? Vibrant Credit Union (VCU), a Midwestern-based full service financial […] View full post on AmIHackerProof.com | Can You Be Hacked?
To Purchase This Product/Services, Go To The Store Link Above Or Go To http://www.become007.com/store/ Traumatic experiences happen-but when they happen to children, it can affect their view of the world, their sense of safety, their development, and even their longer-term physical and mental health. According …
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When you hear the word Tinder, what’s the first thing that comes to mind? If you said “hooking up” you’re certainly not alone, but of course there are plenty of people who’ve swiped their way to a soulmate and lived happily ever after, too. So which is it? And why does it even matter? Well, new data out Wednesday from Tinder shows that kind of true love story may indeed be what the app’s users are really after. Read More….
The post Tinder really, really wants you to think you’re swiping around for lasting love appeared first on Dating Scams 101.
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In a tech-dependent dating culture, where it takes but a swipe to reject someone, single fat women can see the venture of finding love online as incredibly difficult. When couples therapist and fellow plus-size woman Krista Niles discovered a key piece of research on male online daters, she spent a year gaming the algorithm of a popular dating app to ensure fat babes were only matched with fat-preferring or indifferent partners. This is the cornerstone of The Curvy Cupid Course, Niles’ online group course that takes plus-size women step by step through dating via OKCupid. Read More….
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You probably know someone who found love through a dating website – perhaps you did yourself. But you may also have seen cases of people who thought they had met someone special online, only to lose thousands of pounds through fraud. You might think that this is a rare crime and, really, people should know better. It might surprise you to learn that romance/dating fraud is a big and growing crime. One person who has fallen victim reports dating fraud every three hours, according to the latest figures from Action Fraud, the fraud reporting centre. Read More….
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Brides, it’s time to get in touch with your dark side.
A white wedding dress is classic and lovely, but there’s something rad about a bride with the confidence to buck tradition and wear a gown in black, navy blue or a deep green instead. Below, 24 dark-colored gowns that will strike your fancy.
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The post 24 Dark Wedding Dresses For Brides Who Think White Is Trite appeared first on Parent Security Online.
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