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To address talent churn in cybersecurity, it’s important to set the tone at the top right

Author: Shweta Modgil

In an exclusive interaction with us, Jenny Tan, the first woman President of ISACA Singapore Chapter, shared her thoughts on how cybersecurity leaders can bridge the talent gap and what more needs to be done to enable more women to reach pole position in tech leadership.

Jenny Tan  is the first woman President of ISACA Singapore  Chapter. Jenny spearheaded the ISACA’s SheLeadsTech programme in Singapore in 2019 and has since framed the programme as a cross-border female leadership experience & knowledge sharing platform. She is also currently leading a global internal audit practice, including IT audit, with a global real estate cum fund management MNC. Prior to this, she was a PwC Risk Assurance Partner where she led the IT Audit & Advisory and Business Resilience Practices. She was PwC Singapore’s CIO and DPO. She is also the winner in 2022 Top Woman in Security  (SG & Asean), 2022 Women Program of the Year Award (Asia), 2021 Women in IT Outstanding Contribution Award (Asia) and 2021 SG 100 Women in Tech recipient. Further, she has also received the Top 20 Cybersecurity Women in Singapore, 2020 award.

In an exclusive interaction with us, Jenny shared her thoughts on how cybersecurity leaders can bridge the talent gap and what more needs to be done to enable more women to reach pole position in tech leadership.

What are some of the dominant cybersecurity trends in Singapore this year?

In Singapore, I believe that the social engineering attacks will continue to rise due to the hybrid work arrangement after covid. The third party supply chain attacks will continue as a trend and data protection & privacy breaches may be on the rise as organisations and individuals embrace digitalisation.

When it comes to cybersecurity, lack of requisite talent is a big factor staring in the face of cybersecurity leaders. What can be done to bridge this gap?

The first thing that cybersecurity leaders have to do is to take a step back, review their existing plans and re-prioritise the initiatives. Then, the cybersecurity leaders have to communicate this risk-based strategy with the key senior stakeholders to gain trust and manage their risk appetite and risk tolerance of the current situations.

Having managed the senior stakeholders, next comes the user awareness elevation part. The users are your first line of defence. If they can be solicited to play their part well, the cybersecurity team may have lesser issues on hand to deal with.

Lastly, consider having non-cybersecurity professionals who are keen to career switch to join your team and train them. Next, organisations can work with schools where they have information technology or cybersecurity students who are keen to take on such roles as a form of the talent resource pipeline.

What more needs to be done to enable more women to reach pole position in tech leadership and unlock their potential?

Regulator policy and ESG goals have helped to push some women into leadership roles. However, this is not sufficient and not sustainable as there is currently limited pool of such talents. Research has shown that most women who are in leadership role, especially technology related ones, are mainly due to their tech interest at a young age.

Hence, this warrants us to pay attention to “budding talents” at a younger age. In addition, a woman role model is also important to create awareness and impart the “how-to-get-there” experiences and knowledge to other women who may imitate at first before they found their focus area.

In addition to a smaller base of women in technology, many women sacrificed their careers for family reasons. The ecosystem has to be balanced if we want more women to lead in the management role i.e. either more men become housemen or mainly having working from home jobs or more women remain single. Either option chosen will require sacrifice from both parties.

By 2025, nearly half of cybersecurity leaders will change jobs, 25% for different roles entirely due to multiple work-related stressors, according to Gartner, Inc. What are some of the ways in which organisations can address this impending talent churn?

We know that regular resource turnover is not healthy for any organisation as plans cannot be executed consistently or completely. Hence, organisations have to act fast to prevent this issue becoming a serious problem in your organisation.

Regular coaching conversations with this group of people may help. The most important thing is to set the tone at the top right. Having a clear and transparent culture helps a lot as stakeholders will not finger point unnecessarily should any incidents occur.

Higher pay package is not sustainable. Start from work culture improvement to ensure it is a conducive and progressive environment that these leaders are willing to stay back for.

Your one piece of advice to women when it comes to reaching for the top rung in cyber leadership?

Be humble, be confident of your skillsets and competencies. Be resilient and persevere with your dream! Be kind and create impactful outcomes.

 

Original Link: To address talent churn in cybersecurity, it’s important to set the tone at the top right

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ISACA Singapore Chapter SheLeadsTech 2023 – Digitally Futuristic

Digitally Futuristic-01
Author: Jane Lo
In celebration of International Women’s Day, ISACA Singapore Chapter, under its 2023 President, Jenny Tan, organized a half-day SheLeadsTech (SLT) [1] conference on 3 March 2023, where female leaders, professionals and students gathered to exchange views on all things “tech”.

Into its fourth edition, the 2023 conference, under the theme of “Digitally Futuristic” touched on topics ranging from data protection law and regulations, culture to “Self-care tips for workings mothers in Tech”. The conference was also an opportunity to “Meet the Judges” of the “Top Women in Security ASEAN Region Awards 2023” – an initiative opened to all ASEAN member countries. [2]

In a somewhat slight departure from a typical “tech” conference, the opening panel (“Achieving Sustainability through Technology, Digitalisation and Advisory”) explored the increasing focus on sustainability.

Moderated by Jenny Tan (President, ISACA Singapore Chapter), the panelists – Cherine Fok (Partner, ESG KPMG Singapore), Emily Draycott-Jones (Founder & HR Consultant at Clearly HR & HR Director APJ & MEA, IFS), Rachel Yee (Associate Director, RSM Singapore) – exchanged views on “sustainability” and the role of technology in achieving sustainability goals.
Digitally Futuristic-02
From left: Jenny Tan (President, ISACA Singapore Chapter), Cherine Fok (Partner, ESG KPMG Singapore), Emily Draycott-Jones (Founder & HR Consultant at Clearly HR & HR Director APJ & MEA, IFS), Rachel Yee (Associate Director, RSM Singapore).
Here are some highlights. First, what is sustainability? To Jenny’s question, “what is sustainability”, Emily stressed, “sustainability is not just about carbon emissions”. A natural next question (given that it is a tech related conference), is whether sustainability is about technology.

“Technology is critical in many instances” to aid in the understanding of fundamentals, such as identifying the core issues relating to the social impacts and the sciences behind green-house emissions, said Cherine.

Technology also helps to streamline the collection and reporting of environmental metrics, such as air quality or water usage, Rachel pointed out.

But sustainability is not all about technology. It is also about the people. The panelists highlighted that we humans are key in the organisation’s ESG (environment, social, governance) journey.

“ESG programs and tools are as good as the people who build it,” Emily noted, and “diversity and inclusivity” of the people is core in delivering best results. Highlighting the importance of cross disciplinary communication and teamwork, Cherie said that achieving sustainability goals is “not possible without different disciplines – such as engineers, scientists, IT professionals – coming together.”

Rachel reminded the audience that one element in the “social” aspect of ESG is training. For sure, while the ESG agenda may have been in the news, many may yet to experience or understand the implications in their daily work (or lives).

In fact, Cherie emphasized that while the “tone from the top” set the organisation’s ESG goals, everyone has a part to play – such as how we align our values with the goals, and with the decisions we make in a workplace.

Our responsibilities in this ESG journey includes, Rachel pointed out, reflecting on “what we want to leave to the next generation.”

Sustainability is also about “purpose”. That is, what can we do today, to achieve or in visualising, as Cherie put it, the “utopia” for the future generations?

In other words, the reason for our actions today – the “purpose” – Jenny said, “starts with ourselves”. In short, first, we need to first ask ourselves, what positive difference do we want to make?

In many ways, these messages would have resonated with cybersecurity professionals. Cybersecurity is about the “tone from the top” that drives security programs.

It is about multi-disciplinary teamwork, boosting talents and skills, training and raising awareness around cyber threats such as phishing, and so on.

It is about “all hands on deck”, about what each one of us can do, to ensure a digitally secure future.

Most of all, these undertakings are rooted in a common goal or “purpose”: digitally transforming to build and sustain better environments in which we play, work and live in.

To be sure, we are just catching a glimpse of the nexus of “sustainability”, technology, and cybersecurity. No doubt, there will be more conversations on these topics as organisations and individuals progress on this ESG journeys.
Notes:
[1] To find out more about ISACA Singapore Chapter’s SheLeadsTech (SLT) programme, visit www.isacasheleadstech.sg. To find out more about the SLT Ambassador Programme, visit https://www.isacasheleadstech.sg/about-us/#ambassador

[2] The 2023 award follows successful awards in 2022, 2021, and was launched with the Top Women in Security Awards held during 2020 in Singapore, Malaysia and Philippines. For more information, visit https://womeninsecurityaseanregion.com/.
Original Link: ISACA Singapore Chapter SheLeadsTech 2023 – Digitally Futuristic
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2023 SLT Conversion Programme

SLT Conversion Programme-02
Author: Adeline Chan
Jenny Tan, President of ISACA Chapter Singapore and founder of the SheLeadsTech (SLT) Conversion Programme kicked off this year’s session on 3 March at the Lifelong Learning Institute supported by 8 SLT Ambassadors – Mentors.

There were 12 candidates in 2022 for the inaugural program. For 2023, there are 11 candidates. Compared to last year’s cohort who were mainly homemakers looking to restart their careers, this year’s cohort included men. The cohort comprises mainly mid-career switchers from different industries including Human Resources, Healthcare, Police Force, Civil Engineering, and even Real Estate. The criteria to enter the program this year were similar to last year’s i.e. minimum qualification is a degree with a non-IT role for the past 2 years.
SLT Conversion Programme-01
Similar to the previous year, the program duration this year comprises 3 months of training, 3 months of internship, and a minimum of 6-months of placement. The companies offering internships to the candidates are Deloitte, RSM, Checkpoint, EY, KPMG, Ensign, and AssureIT. In addition, the candidates are assigned mentors who will guide them throughout this programme from March to August.

After a round of introductions, Jenny asked all the candidates what were their current feelings and their expectations for the program. The majority of the candidates said that they were excited about joining the program. Their expectations varied from self-discovery, seeking self-improvement, and learning. Most viewed this opportunity as a way to move forward and evolve.

I asked Jenny if there were key takeaways from last year’s program that helped her improve this year’s program. Jenny said that the program last year focused on helping individuals upskill and adjust to the curriculum. She will take the same approach as it has worked well previously. This year, Jenny made some improvements to the supporting logistics.

The evening ended on a high note as the candidates were looking forward to starting their first session the next day.
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FY2022 SLT Conversion Programme Closure

SLT Conversion Programme Closure
Six months after the launch of ISACA Singapore Chapter’s SheLeadsTech (SLT) conversion programme, Jenny Tan (VP, ISACA Singapore Chapter) has announced the conclusion of the inaugural initiative on 30th September 2022 with an appreciation dinner at the Carlton Hotel Singapore.

The programme’s first cohort was joined by partner companies and mentors, Melvin Yong (Member of Parliament, and Assistant Secretary-General, NTUC) and Steven Sim (President, ISACA Singapore Chapter) who came together to celebrate the achievements of the 11 graduates.

Offering the opportunity for non-IT female professionals to pick up technology Governance, Risk and Compliance (GRC) competency and switch career, the programme works with industry partners to help women explore how they can enter the technology industry.

Congratulating the graduates, Steven Sim referenced the NTUC (National Trades Union Congress) #everyworkmatter movement and noted that with the talent crunch in cybersecurity, diversity is the key to plugging the gap.

But more than that, Melvin Yong said that the programme is about developing “future female leaders in a male-dominated industry”.

Over the course of the dinner, graduates shared some heartful appreciation and takeaways from participating in the 6-month programme. Citing life-changing experiences and lessons (for example, embracing the courage to get out of the comfort zone, boosting confidence building, gaining a sense of satisfaction, making new friends), the programme is a reminder that cybersecurity is more than building technical know-how.

Indeed, to contribute and grow in cybersecurity, as Jenny Tan pointed out, “it is how you fit in and adjust accordingly.”

With graduates ranging from women with finance and marketing work experience to stay-at-home mums looking to re-enter the professional workforce, the programme will no doubt help to elevate the presence of women in the technology workforce.

The success of the programme was so convincing and the feedback so overwhelming that the second intake – due to start on 1st February 2023 – has been expanded and is opened to both men and women.
Article Link: SheLeadsTech Leads the Way
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FY2022 SLT Conversion Programme Commencement

SLT Conversion Programme Commencement
ISACA Singapore Chapter’s SheLeadsTech (SLT) was launched on 8 March 2019 by Jenny Tan (VP, ISACA Singapore Chapter) and since then there has been key events in Singapore, such as the SLT Conferences in 2020 and 2021 featuring Identity Management and Digital Resilience, the SLT mentorship programme in 2020 and 2021, and supporting partnerships with SLT conferences across the world.

The most recent one is the SLT Conversion Programme, which offers the opportunity for non-IT female professionals to pick up technology GRC competency and switch career.

Targeted to elevate the presence of women in the technology workforce, ISACA Singapore Chapter SLT has partnered TTAB to help women explore how they can enter the technology industry.

With a structured curriculum to provide a foundation in technology, it is hoped that these female professionals can over time advance into the cybersecurity space.

The inaugural programme kicked off on 16th April 2022, and we speak to Jenny Tan to learn more about the programme.
What is the inspiration behind the ISACA Singapore Chapter SLT Conversion Programme?
The programme supports the overarching ISACA SLT mission, which is to engage and elevate women into the technology workforce.

From a local perspective, the programme aims to play a part in closing the technology talent gap in Singapore, and to support the nation’s “Digital for Life” movement in galvanising the community to embrace digital technology and enrich lives.

From a personal perspective, I also want to help those who genuinely want to switch career but could not find the right-fit programme to do so. This could be due to various reasons, such as lack of technology backgrounds, or simply that they have been disconnected from workforce for many years. Moreover, I think that many existing programmes help with job placements but lack imparting “how-to” knowledge and skills.

The idea behind ISACA Singapore Chapter’s SLT is to be an ideal bridge to link expectations end-to-end. This is achieved by deploying technology GRC expertise to equip the candidates with the necessary knowledge and skills, and partnering with corporate organisations to offer internship opportunities before placement consideration.
You have narrowed the candidates for the 2022 inaugural programme to 11 candidates, with talents ranging from women who had been homemakers, to sales professionals in the technology sector. Could you tell us more about the criteria to enter the programme?
We encourage women with a minimum 2 years of non-IT work experience (for examples, finance, administration, marketing) and a non-IT degree, or are stay-home-mums who have not worked for at least 5 years, and is a degree holder, to apply to the programme.

In addition, during the interview, we would be looking for candidates with the right attitude and passion to learn more about technology, and excited to join the technology workforce.
We see that the programme duration ranges from 12 – 18 months with 3 stages. Can you tell us more?
The initial stage (2 – 3 months) is the training stage, which consists of 60 hours of foundation theory and practical sessions conducted by practitioners.

The second stage (3 months) is an internship, where partnered companies will provide at least 1 meaningful project participation opportunity to the intern.

The final stage (6-12 months) is an attachment placement. These are mutually agreed placement arrangements, where partnered companies offer contractual placement opportunity to intern that is convertible to permeant staff contract.
What are some examples of what the candidates will learn during the initial training stage?
Besides foundation lessons on information technology, we have lessons on technology governance, audit methodology and process assessment, risk management, network security and more.

To help apply the knowledge gained in classrooms to real-life scenarios, there will also be case studies for candidates to discuss their analysis with the concepts learned.

In addition, we are also devoting several lessons on the development of soft skills, such as “growth mindset and coaching management”. For us, the key objective behind becoming a qualified tech GRC professional is acquiring not only the technical knowledge, but also the mindset change.
For the internship stage and the attachment placement stage of the programme, you have partnered the programme with multiple private sector companies. Tell us more about how you brought these companies on-board.
These companies include the “Big 5” auditing companies (Ernest & Young, Deloitte, KPMG, PriceWaterhouseCoopers, RSM Singapore), Frost & Sullivan, Keppel, CapitaLand, Crimson Logic, Assure-IT and DYNAfense Cybersecurity.

The advantage of partnering with these companies are manifold. Not only are the programme objectives aligned with their mission (such as their promotion of diversity programmes), they also require technology GRC talents to complement their teams. In fact, the 3 stages of the programme and the timeframe matched the partnered companies’ talent recruitment and development plan.
The candidates are paired one-to-one with mentors. How would the mentorships help the candidates throughout the programme?
The mentorship programme is intended to provide guidance to the mentees, who will learn from practitioners in the technology field, with experience ranging from software engineers to technology Internal Audit like myself.

The commitment is for the mentors and mentees to hold four 1-hour sessions from May to September.

The sessions provide the opportunity for the mentees to discuss learning points and explore development goals to overcome some of the challenges faced. More importantly, for those who have been out of the workforce for some time and face the challenge of taking on new roles in a dynamic work environment, the mentoring could help mitigate some of their anxiety risks.

We are of the view that “a goal without a plan is just a wish list.” Therefore, we would be looking for agreed action points as a wrap up of each mentoring session.
Finally, you remind the candidates that the programme is about learning and not finding a job. Why is this important?
We strongly believe that if our candidates are too pre-occupied with job placement, they may overlook the importance of the learning journey in acquiring knowledge and skills.

The opportunity for a job placement naturally opens up when candidates demonstrate a commitment to learning during the training and internship stages.

In addition, the curriculum is structured such that the knowledge and skills acquired are also highly applicable to other technology opportunities outside of this conversion programme.
Article Link: ISACA Singapore Chapter | SheLeadsTech Conversion Programme
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How volunteering can encourage women to step into the technology space

在科技新时代发挥女力
近两年多来，冠病疫情无疑加速了新加坡的数码转型步伐。哈利玛总统就在2021年2月宣布启动数码益终身（Digital for Life）全国运动。由资讯通信媒体发展局（Infocomm Media Development Authority, IMDA）所设立的数码益终身（Digital for Life）基金致力于在全国和各个社区推广数码技能计划，例如教育网络安全、倡导数码健康等，同时协助没有能力使用数码科技或对数码科技陌生的人学习掌握科技技能，以建设一个包容的数码社会，令不管任何年龄、性别、阶级的国人都能从中受益。

要建立一个包容的数码社会，需要各方配合和努力。数码益终身（Digital for Life）运动，即能提供一个平台和提供必要的资源和支持，将企业、社会机构、非营利组织和国人串联起，并逐步形成一个3P（人民-群众-伙伴）生态系统，招揽和引入更多合作伙伴共同朝这个目标迈进。

在推动各种数码计划时，志愿者的响应是很大的支持力量。尤其在在男性主导的科技行业中，女性的占比相对少，如何缩小差距性，这确实需要更多的科技女力。其中，非盈利组织ISACA SG Chapter的副主席兼志愿者Jenny Tan就在这方面竭尽全力。由她倡导的SheLeadsTech研讨会，通过各种线上和线下的活动，将科技有关课题，包括网络健康、数码健康、网络心理学、强化数码能力和数码风险等，传达和推广给不同群众，包括在籍学生、职场执行员、专业人士等，以更好地协助女性突破自我，迈向数码化生活。以下就透过Jenny的专访，以了解更多。
在科技新时代发挥女力-02
你何时加入ISACA SG Chapter？
一切从课室开始。大概7年前，我参加了一个信息安全课程，和讲师聊到想透过专业平台回馈社区。恰巧当时的教授就是ISACA SG Chapter的主席，他告诉我组织即将举办年度会议，正物色一位女性董事会成员，问我是否感兴趣。我当时被甄选为董事会的名誉副财长，目前则是担任副主席。
请阐述ISACA SG Chapter中你所倡导的SheLeadsTech活动。对你而言，参与这个项目和成为志愿者的重要意义是什么？
顾名思义，SheLeadsTech旨在鼓励从事科技行业的女性拥抱自我领导力。我所说的领导力，不是指职位等级，而是女性在科技行业中能熟练自信地掌握相关的职能。

SheLeadsTech的宗旨也在于提高广大女性的意识，去深入了解科技行业。其实女性在这个领域中可以扮演的角色很多，然而许多人有着狭隘观念，认为这类技术性工作只限于网络安全专家，事实上科技领域的工作有不同范畴。从广泛层面来看，有IT操作营运、科技风险、科技安全和审计等相关工作；从深度层面，以科技风险举例来说，有政策和程序定制相关的工作。在科技领域中，女性也能和男性一样掌握技术职能。女人天赋也为我们带来许多优势，包括善于把人汇聚在一起、更具同理心、对细节的关注和组织能力等。我们也协助提高女性的社会意识，了解到如果无法善用科技可能带来的负面影响，这当中涵盖网络健康和数码健康等课题。

而作为一位身处科技行业的女性，我认为自己有义务引导其他女性，提供不同的议题观点。我坚信能带来改变并以身作则，让女性在科技领域中可获得同等尊重。
ISACA SG Chapter又如何与其他伙伴合作来支持数码益终身（Digital for Life）？
ISACA SG Chapter是SheLeadsTech活动的唯一主办单位，我们透过和不同组织合作，加强与研讨会相关议题的宣传。举例说，我们今年的主题是Digital Resilience，我认为新加坡网络安全局CSA更偏向科技技术层面，而数码益终身（Digital for Life）从提升国民意识的层面出发，鼓励人人参与，提升数码适应力与我们的宗旨相符，因此去年8月我就联络数码益终身（Digital for Life）的负责人，讨论支援合作。

ISACA是支持资讯科技GRC（Governance、Risk & Compliance）标准的非盈利组织，因此活动都围绕在资讯科技GRC的主题上。这些活动看似和数码益终身（Digital for Life）没有直接关系，但如果说后者是一种坚持精神，那ISACA所做的一切，确实某程度对其有所贡献，像是去年9月我们与James Cook University和Singapore Management University携手举办的SLT Career Forum论坛会议；同期与Touch Community Services推出Digital Wellness网络研讨会，以及今年举办的SLT研讨会。

而且，各项活动需要许多志愿者的鼎力支持，才能确保组织的使命传承下去。数码益终身（Digital for Life）运动给予我们的拓展支持，有助我们吸引更多人的关注，加入ISACA成为会员，也间接招募到更多志愿者。
尽管工作忙碌却仍愿意抽空当志愿者，驱动你的原因是什么?
渴望为社区带来改变的热情就是我的动力。我希望善用自己的知识和创造力，激发更多好能量去做好事。在做志愿工作时，每个微小的力量都很重要，它们能滋养我们的灵魂，你会学习到对身边的人事物抱着感恩之心，并管理自己的高期望。过程中，你也会遇到各种状况，学会如何灵活应对生活挑战。
投入这项志愿活动最具挑战性的是什么？
要不断寻求突破和筹划思考下一步，才能保持项目的可持续性，以继续为女性带来更多影响。我经常会挑战自我并审视所推动的活动，本地目前有其他几家非盈利组织也提供各种活动计划，我会尽量避免重复性。我也经常思考，要如何让SheLeadsTech和其他组织发挥互补作用，达到加乘效果。
如何做好时间管理，为自己解压？
我觉得自己像个“规划师”，日程时间表很紧凑，因此会把相关事物归纳在一起处理，以提高效率。我也坚信若有强大的信念、爱自己所做，那压力也会变成一种享受。有时也会忙到分身乏术，但我了解自己的局限和优先轻重，当感到无法负荷时会及时做调整。至于日常减压的方式，我喜欢做家务、看书和按摩，有时候会独自开车兜风。最后，家人的支持很重要，否则你无法拥有“自由”去追求自己的理想。
有什么难忘的故事可以分享？
最难忘是3年前我开办SheLeadsTech的初阶段，有许多男生支持者（也是我们的合作伙伴）协助我启动这个项目。作为女性科技工作者，当时真实地感受到被尊重和赞赏的感觉。这些男性伙伴不仅为我们提供建议，也向他们的女同事推荐这个项目。

我也遇过主动联络我说想成为SheLeadsTech志愿者的女性会员，例如去年研讨会上，一位女成员希望能即场评估她是否能成为我们的志愿者，她说她相信SheLeadsTech的使命，也看到我为社会和科技社群做出贡献的热情，因此获得启发。很多志愿者都认为SheLeadsTech是本地唯一个提倡自我领导力的活动项目，在科技行业担任初级职位的女性也应该获得认可。他们表示欣赏活动的宗旨，致力于拉近科技行业性别不平等的差距，而不是专注在自怜的心态，以实际行动为自己说话。

另外，在近期的SheLeadsTech Conversion活动计划中（为女性提供科技知识和技术，让她们能够胜任与科技风险相关的职务），我也收到许多正面反馈，这个活动涵盖对象包括全职妈咪，这是一群经常被大家忽略的无薪工作者。另外，有好几位女性参加者告诉我，我对支持女性科技工作者的热情、牺牲个人时间推动SheLeadsTech Coversion活动，帮助女性转换事业跑道，投入科技领域让她们深受启发。也有海外女性出席SheLeadsTech活动后，想以远程方式当我们的志愿者。
你希望鼓励哪些人加入SheLeadsTech的志愿者团队？她们必须具备哪些条件？
任何相信SheLeadsTech使命任务的人，我们都热烈欢迎。关键是拥有开放的思维、乐于分享，以及愿意卷起袖子去完成使命，而非仅仅是为了赚取CPE Hours积分。
对志愿服务感到犹豫不决的女性，有什么想和她们分享？
志愿服务是一种愿意服务别人的精神，那必须是发自内心的。它并不是为了去满足他人的期望，而是主要取决于你的时间空档，因此永远不要过度承诺。如果每星期只能抽出1小时，那就抽出1小时，确保你所花的时间是值得的，并投入能够带来成果的活动。
为什么数码益终身（Digital for Life）对所有年龄层的女性都非常重要？
目前全世界都在使用数码科技，这也是未来大方向。任何年龄层的女性都必须与时俱进，因此也得掌握数码科技。除了能使用数码工具，女性也必须了解科技带来的潜在问题，尤其是关于性别偏见的虚假信息。女性在使用数码工具时，也应该了解网络安全风险，以便帮助自己和家人。
Jenny
Article Link: HOW VOLUNTEERING CAN ENCOURAGE WOMEN TO STEP INTO THE TECHNOLOGY SPACE
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