We are proud to be part of the regional CybHER initiative by the British Council, designed to empower girls and women across the Western Balkans to pursue and thrive in cyber careers. For the WB3C, CybHER is not only a regional effort we support, but also a concrete opportunity to invest in our own people and create space for their professional development.
As part of this, WB3C took part in two CybHER components:
1️⃣ A leadership program for early-career women in cybersecurity.
2️⃣ A workshop on gender-sensitive HR policies for cybersecurity organizations.
1. Leadership skills for early-career women in cyber
Our colleague Vanja Radović is representing the WB3C in the CybHER leadership track for young women in cybersecurity. This program is designed to help participants gain both the mindset and the skills needed to grow and lead in a still male-dominated industry. Over the course of the program, participants will:
💡 Build authentic leadership skills by exploring their personal values, leadership styles and emotional intelligence.
💡 Discover diverse cybersecurity career paths and map concrete options for their own development.
💡 Learn practical strategies to navigate stereotypes, bias and workplace barriers with confidence.
💡 Strengthen networking and collaboration skills to build a reliable support system in the sector.
💡 Develop a personal action plan to apply what they learn in their daily work.
We are especially glad that Vanja will learn from experienced regional leaders such as Larisa Halilovic, an international leadership expert, and Andreja Mihailović, PhD, President of Women4Cyber Montenegro, whose guidance connects technical careers with the human skills needed for leadership.
2. Gender-sensitive HR policies in cybersecurity organisations
In parallel, WB3C also joined the CybHER workshop on gender-sensitive HR policies in cybersecurity organizations, focusing on how organizational systems can either open doors for women - or quietly keep them closed. This component, was followed by our colleague Vanja Madzgalj, responsible for strategic communications and with substantive experience in gender mainstreaming, in order to:
💡 Exchange experiences and good practices between companies on inclusive and fair HR approaches.
💡 Look at domestic and international trends in gender-sensitive and inclusive HR in tech and cybersecurity.
💡 Examine how bias, discrimination, the glass ceiling and everyday prejudices show up in recruitment, promotion and leadership opportunities.
💡 Explore practical ways to improve the full HR cycle: from inclusive job descriptions and selection processes, to advancement, leadership roles and supportive workplace culture.
💡 Discuss mechanisms for safety and confidential reporting, and how policies can better protect and empower staff who experience harassment or discrimination.
The workshop concluded with self-assessment of existing HR practices, individual commitments for change and first steps towards mentoring and peer support, so that policy discussions can translate into everyday practice.
At the Western Balkans Cyber Capacity Centre (WB3C), we believe that real change happens when we work on both people and systems. By empowering our own female colleagues through programs like CybHER, and by strengthening HR and organizational practices that support them, we are investing in a cybersecurity community where women can enter, stay, grow and lead.
