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We previously wrote on the topic of succession planning strategy for senior security executives in the May 2020 Career Intelligence column. Our observations then are the same as they are now. Many organizations still do not have sufficient security talent within their internal pipelines to fill positions at the senior level. This is also true for their second and third-tier roles.
Organizational leadership and corporate boards are increasingly focused on diversity, equity and inclusion (DEI) strategies. This may offer senior security leaders an opportunity to better align their departments with the enterprise by hiring more diverse talent. However, they must first overcome factors sometimes beyond their control that have historically contributed to the talent deficit within the security industry.