Leadership & Management

Red flags (time to go)

• Manager doesn't understand cybersecurity or undermines security initiatives
• No career development discussions in 12+ months
• Manager takes credit for your work or throws you under the bus
• Leadership treats security as "cost center" vs. business enabler
• Excluded from strategic discussions about your responsibilities

Red flags: women and underrepresented groups

• Manager consistently interrupts you or dismisses your ideas
• Technical competence questioned more than male colleagues
• Comments about being "too aggressive" or "communication style"
• No women/URGs in senior leadership positions you could advance to

Green flags (stay and invest)

• Manager understands cybersecurity and advocates for your team
• Regular career development conversations with actionable plans
• Manager provides air cover during incidents
• Leadership sees security as competitive advantage
• Included in strategic planning and decision-making

Green flags: women and underrepresented groups

• Manager actively advocates for your advancement and visibility
• Leadership team includes women/URGs in senior positions
• Manager interrupts interruptions and amplifies your contributions
• Clear awareness of bias with active efforts to address it

Professional Growth

Red flags (time to go)

• Same responsibilities for 18+ months with no expansion
• Skills becoming outdated with no training budget
• Repeatedly passed over for promotions without clear feedback
• No mentorship opportunities
• Stuck doing only operational work with no strategic involvement

Red flags: women and underrepresented groups

• Consistently assigned "support" roles rather than technical leadership
• Asked to take notes, plan events, or handle admin tasks not in job description
• Passed over for high-visibility projects given to less experienced male colleagues
• No access to informal networks where real business happens

Green flags (stay and invest)

• New challenges and responsibilities every 6-12 months
• Access to training, certifications, and conferences
• Clear promotion path with defined milestones
• Balance of operational and strategic work
• Exposure to cutting-edge technologies

Green flags: women and underrepresented groups

• Access to both formal mentors and informal sponsors
• Leadership development programs with diversity focus
• Opportunity to mentor other women/URGs coming up
• Technical advancement tracks that don't require management

Work Environment

Red flags (time to go)

• Consistent 60+ hour weeks with no relief in sight
• On-call responsibilities severely impacting personal life
• Hostile or discriminatory behavior from colleagues/management
• No work-from-home flexibility when role allows it
• Physical or mental health impacts from work stress

Red flags: women and underrepresented groups

• Only woman/URG on team with no allies or advocates
• Microaggressions about diversity hires or capabilities
• Social events consistently exclude you (golf, bars, etc.)
• Comments or "jokes" about gender, race, or identity
• Feeling need to code-switch or hide identity to fit in

Green flags (stay and invest)

• Sustainable work-life balance most of the time
• Reasonable on-call rotation with appropriate compensation
• Inclusive, respectful team culture
• Flexible work arrangements that fit your needs
• Psychological safety to voice concerns

Green flags: women and underrepresented groups

• Diverse team where you're not the "only one"
• Colleagues actively include you in informal networking
• Safe space to discuss bias or discrimination concerns
• Flexible policies that accommodate family responsibilities
• Zero tolerance for discrimination with clear reporting

Compensation & Recognition

Red flags (time to go)

• Salary significantly below market rate with no adjustment plan
• No raises for 2+ years despite good performance
• Work goes unrecognized while others receive credit
• Bonus/equity promises that never materialize
• No investment in professional development

Red flags: women and underrepresented groups

• Salary lower than male colleagues with similar experience
• Bonus criteria seems subjective and inconsistently applied
• Recognition given to team leads who implement your ideas
• No transparency in compensation bands
• Asked to do "diversity work" without compensation

Green flags (stay and invest)

• Competitive salary with regular market adjustments
• Merit increases tied to performance and growth
• Public recognition for contributions
• Bonus/equity with transparent criteria
• Investment in certifications and learning

Green flags: women and underrepresented groups

• Transparent salary bands with regular pay equity reviews
• Recognition programs celebrating diverse contributions
• Parental leave and family benefits exceeding legal minimums
• Professional development budget for underrepresented groups
• Speaking fees and external recognition supported

Reading your results

Red flags checked: ______    Green flags checked: ______    Diversity-specific red flags: ______

3+ diversity-specific red flags: Strongly consider exit strategy.

Multiple green flags: Rare opportunity. Invest deeply while building external network.

Mixed signals: Use your network to verify experiences and seek multiple perspectives.