Cross-border cooperation can help to tackle global cyber talent shortage

Artificial intelligence (AI) is not only transforming how we work but also how we defend our networks and data.  

On the one hand, malicious hackers, are increasingly using AI programmes to launch mass cyber-attacks, while cybersecurity experts have incorporated AI tools in their arsenal to defend against such attacks.  

This was why an empowered cybersecurity workforce that was conversant with AI was essential in today’s fast evolving cyber-threat landscape. 

Cyber Security Agency of Singapore (CSA)’s Assistant Chief Executive, Ong Kok Wee, noted that it was no longer a question of which side had the greater technical competence in AI.  

Rather, the key to cybersecurity in the age of AI has become human ingenuity and sense of purpose. 

Delivering the keynote speech at the Workforce Development Panel at the Singapore International Cyber Week (SICW) 2025 from October 20 to 24, Ong highlighted the importance of human capital and international cooperation to enhance cyber resilience.  

Elaborating on international cooperation, Singapore was one of the signatory partners for ICCSW’s joint statement to align member states’ visions and workforce development approaches through shared learnings and common terminologies across frameworks. 

Ong’s speech was followed up by the panel with the UK, Dubai and Canadian government leaders from ICCSW who shared insights and strategies for developing an uplifted and future-resilient cybersecurity workforce. 

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Cross-border recognition to nurture talent  

The participants discussed the best way to harmonise competency frameworks to support international cross recognition of skillsets and enhance mobility.  

According to Dubai Electronic Security Centre’s Director of Governance and Risk Management for Cybersecurity, Bushra Al Blooshi, “when it comes to cyber security [talent] shortage, it’s a global issue”.  

She raised the need to explore opportunities for cross-border talent development and mutual recognition of competencies to tackle the talent shortage. 

“That’s why this coalition’s objectives are very important. We hope to reach a level where we can harmonise the accreditations to cybersecurity professionals, then we can have a shared resource pool that we can all trust and use across nations,” she added. 

This sentiment was echoed by the UK’s Cyber Security Innovation and Skills Department for Science, Innovation and Technology (DSIT), Deputy Director, Andrew Elliot.  

“This is a mobile workforce. There are global businesses who have international threats, so clearly our approach needs to international.  

“But also, the cyber profession is just so complicated, all these different specialisms… so trying to set the standards across everything is just absolute nightmare. We need to work collaboratively to be able to ensure that these standards are right,” said Elliot. 

He shared that one way the coalition had been trying to achieve harmonisation was through projects that mapped each other’s standards to ensure everyone used the same language.  

“Once you've got through those hurdles, it should be relatively straightforward to try to ensure that we get towards mutual recognition,” said Elliot.  

Retaining cybersecurity talent around the world 

Al Blooshi added that Dubai’s public sector tended to rely on private sector talent for more technical roles, such as penetration testing. 

“That’s why we are trying to maintain the balance, to ensure that we have the right quality of people who are working for the government, but also the right quality of people in the private sector who are providing services to the critical national infrastructure,” said Al Blooshi. 

This was a challenge [finding talent] that Singapore also faced, according to CSA’s Director of Workforce and Strategic Partnership, Wong Choon Bong. 

The situation in the UK was good but could improve, said Elliot. 

While the UK’s cyber workforce had a rate of five per cent growth per year, the main challenge was to attract more people into the workforce. 

“The shortage has been narrowing a bit, but the thing we struggle with is providing the cyber workforce with the same professional architecture that other more established professions have,” he noted.  

This entailed having clearer ways of explaining the cyber profession to enhance credibility of the field and allow people to better manage their career options. 

“This helps with retention, and it allows us to raise the bar and make sure we have the best people helping to make the nation resilient against cyberthreats,” added Elliot. 

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Programmes to promote cybersecurity roles 

Canada’s cyber workforce faced similar challenges in expanding the talent pool, noted the Canadian Centre for Cyber Security’s Supervisor of the Cyber Skills Development team, Laura Fifield.  

She shared that the Canadian government was working with partners across government, academia, and industry to develop a skilled and diverse cybersecurity talent pipeline.  

“There are many initiatives to reduce the diversity gap in the cybersecurity workforce and to identify opportunities for upskilling Canadian talent. And we’re seeing a great focus on educating students on the breadth of cybersecurity careers that are available,” said Fifield. 

Singapore has also rolled out programmes to support the talent pipeline, such as the SG Cyber Talent to introduce students at a secondary level to cybersecurity through boot camps and competitions, as well as mentorship programmes to encourage diversity, said CSA’s Wong.  

Striking the balance with AI 

The speakers addressing the question that many in the audience posed: will AI and automation kill off entry level jobs, or will it raise the bar and create new roles? 

“I think that entry level jobs are here to stay, but it’s the skills and responsibilities that are likely going to be required to shift,” said Fifield.  

According to her, the human element of the roles is even more critical now.  

“We’re seeing AI highlight the importance of a multi-skilled cybersecurity professional, with increasing emphasis on soft skills such as flexibility and adaptability, to continue to be able to evolve as technology evolves throughout individuals' careers as well,” she added. 

In the UK cyber workforce, the entry level roles are not disappearing, but they are evolving, said Elliot. 

“Entry level roles will be more ambitious and difficult to get but ultimately, I can't see there's going to be a big impact on numbers in the workforce. AI is an amazing productivity tool, but those people attacking us are using it as well, so we need it to match them in firepower.”