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¶¶Òõ¶ÌÊÓƵ’s Vision 2030 is an ambitious project aimed at diversifying the Kingdom’s economy and transforming cultural and social norms. At the forefront of this vision is the Kingdom’s digital transformation, which necessitates robust cybersecurity measures.

Globally, cybersecurity jobs are in high demand, owing to the modern world’s efforts to shift toward a digital economy. Thus, rallying young talents in the cybersecurity industry is crucial, especially given the global talent gap of four million jobs — a figure expected to grow into 85 million unfilled positions by 2030. Another report from the WEF states that 52 percent of organizations face major challenges related to a lack of skills and resources when building and executing their strategies for cyber resilience.Ìý

The emergence of Generation Z, those born between the mid-1990s and mid-2010s, in the job market could play a significant role in bridging this talent gap. This generation’s characteristics make them particularly suited for careers in cybersecurity. This opportunity is especially promising in ¶¶Òõ¶ÌÊÓƵ, where Gen Z comprises 18 percent of the population, totaling 13 million young minds brimming with potential.

Growing up in a world of constantly evolving technology has made Gen Z naturally tech-savvy and adaptable. They are digitally literate and already realize the importance of cybersecurity, owing to their proactive approach to protecting their data and privacy. This makes them well-suited to excel in cybersecurity roles.

Gen Z’s values also align closely with the demands of the cybersecurity field. They are known for their desire to tackle challenges, seek meaningful work that contributes to the greater good, and think creatively — qualities indispensable in cybersecurity. As this generation enters the workforce, they bring a fresh approach to problem-solving and innovation.

To harness the potential of this youthful workforce, businesses must adapt their approaches. Prospective Gen Z employers must adopt a nuanced and customized recruiting strategy, one that resonates with this generation. This strategy could emphasize the meaningful nature of cybersecurity work and its role in protecting organizations, nations and society from cyber threats.

Gen Z also places a significant emphasis on work-life balance, making it important to offer flexible work options such as remote work and dynamic working hours. It is also crucial to create an open, dynamic and diverse working environment as it allows Gen Z to thrive by combining their fresh, innovative ideas with the experience and practicality of seasoned professionals.

Providing robust skill development opportunities is vital. Employers should demonstrate a commitment to continuous learning by offering specialized training programs, mentorships and other opportunities for young professionals to advance within the field.

Schools and educators also have a crucial role to play by integrating cybersecurity awareness and skills into their curriculum early to spark interest in the field and provide a strong foundation for future security professionals.

Cybersecurity providers should engage with youth more effectively and actively nurture them, ensuring that their skills and qualities are well-suited to the field when they enter the job market. This can be achieved by offering exciting internship opportunities and partnering with universities to offer mentorship and training programs.

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Efforts at home

The Saudi government is playing its part in closing the cyber talent gap with numerous initiatives and measures designed to encourage rapid growth in this field. The Kingdom has a dedicated National Cybersecurity Authority and is investing more than $1.2 billion in improving the cyber skills of Saudi youth. The NCA’s comprehensive CyberIC Program has supported more than 10,000 Saudi citizens and 40 startups in various aspects of cybersecurity — focusing on building national capabilities by targeting six main tracks, including innovation and entrepreneurship, security officers, trainers, fresh graduates, specialists and law enforcement agencies. The NCA’s Cybersecurity Research and Innovation Pioneers Grants, meanwhile, aim to empower researchers, experts and students by funding innovative projects. The initiative supports the development of new cybersecurity solutions, participation in global research conferences and the publication of research papers in renowned scientific journals.

Help AG, a cybersecurity provider in the region, leads multiple active initiatives to develop and empower local young talent. For instance, it has formed strategic partnerships with Saudi institutions to offer internships and guest lectures, providing students with valuable industry exposure and career insights. This contributes to bridging the gap between academic learning and professional practice, while the sponsorship of local cybersecurity training programs equips Saudi nationals with essential skills. In addition, the company is dedicated to locating, training and hiring Saudi nationals across multiple divisions, with a large proportion of them being women. This aligns perfectly with national efforts to increase female participation in the workforce, particularly in the cybersecurity field where Saudi women comprise about 45 percent of professionals. Such collaborative efforts are significantly expanding the potential local talent pool of cybersecurity professionals.

In a world that is increasingly reliant on technology, cyber threats are ever present. The need for an up-to-date, dynamic and efficient cybersecurity workforce is greater than ever, and nurturing young talents will be crucial to the continued growth of our nation. Our future lies in our ability to empower the next generation to take the reins and secure the Kingdom’s digital transformation.

• Safwan Akram is the vice president of Service Operations — KSA, Help AG