The Minneapolis talent landscape is a challenging one, with the constant shortage of IT security talent and the trading of promising security leaders between regional organizations. What internal and external opportunities exist for CISOs to help bridge the gaps of both technical and leadership development of diverse employees? Is the talent climate truly a pipeline issue or are there other root causes for this talent deficit? This panel addresses non-practitioner perspectives from the Anita Borg Institute, CHS Inc., and the University of Minnesota on talent attraction, engagement, and development to find the security team that innovates and leads.