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Cyberview launches ESG framework and 5-year roadmap 

Posted on by 30club-Malaysia

Cyberview Sdn Bhd launched its Environmental, Social and Governance (ESG) framework and 5-year roadmap yesterday. This is to align the organisation with the government’s agenda and the UN Sustainable Development Goals.

During the event, our very own Pauline Ho, Chief Operating Officer, PwC Malaysia and 30% Club Malaysia Steering Co Member – Board Mentoring was present to share the raison d’etre behind the 30% Club to guests and employees of Cyberview. 


The 30% Club Malaysia remains true to its objectives to promote diversity, equity and inclusion (DE&I) with a focus on gender balance on Boards and C-Suites. In addition, we encourage businesses to work together for change and sustainable progress.

Cyberview is a Corporate Advocate of 30% Club Malaysia since 2022. With the launch of its ESG network and in line with our objectives, we will work closely with Cyberview to advance DE&I initiatives within the organisation and in Cyberjaya.


How equity, diversity, and inclusion can drive growth and innovation in businesses of all sizes

Posted on by 30club-Canada

The first webinar in a new series with the Ontario Chamber of Commerce spotlighted tools and initiatives to help organizations unlock the benefits of diverse workplaces

 

 

Dr. Wendy Cukier, founder and academic director of the Diversity Institute (DI), underlined the strategic importance of equity, diversity and inclusion (EDI) in the workplace and how businesses can achieve it during an insightful presentation hosted by the Ontario Chamber of Commerce (OCC) on Feb. 1, 2023.

 

Moderated by Andrea Carmona, manager of public affairs at OCC, “What is diversity and why does it matter?” attracted almost 200 people from 100 businesses. The webinar is the first in a series designed to encourage more organizations to join the 50 – 30 Challenge and support them along their EDI journeys. 

 

The 50 – 30 Challenge calls on organizations to aspire to gender parity (50% women and non-binary people) and increased representation of other equity-deserving groups (30%) on boards and in senior leadership positions across sectors. For the purposes of the Challenge, equity-deserving groups include Indigenous Peoples, racialized people, persons with disabilities and those who identify as 2SLGBTQ+.

 

“Who is at the top of the house really matters in terms of setting the tone, leading strategy and shaping organizational culture,” Dr. Cukier said. To date, more than 1,800 organizations have joined the Challenge. As an ecosystem partner, DI provides tools and training to help organizations, particularly small and medium-sized enterprises (SMEs), achieve their goals.

 

Research suggests that diverse and inclusive workplaces perform better. “Given current skills shortages, being able to attract the best and the brightest talent is critical for organizations across sectors, especially for SMEs. If you are not rethinking your recruitment strategies to reach more diverse job seekers, you are fishing in a pretty small pond,” Dr. Cukier said. 

 

Lower turnover and higher employee satisfaction are also associated with more diverse and inclusive workplaces. Not only does EDI help reach and serve increasingly diverse markets, but many customers in the public and private sectors are using a diversity lens in making procurement and funding decisions. There is also evidence that more diverse leadership helps drive innovation and avoid risk.

 

Dr. Cukier set the stage by defining key terms and concepts. Equality was the focus of the civil rights movement—where the struggle was for access to the vote, housing, jobs and facilities, and basic human dignity. In contrast, Canada’s 1986 employment equity legislation defined “designated groups” as “women,” “visible minorities,” “Aboriginal peoples” and “persons with disabilities” who face historic disadvantage and oppression. Increasingly there is recognition of the importance of addressing the needs of the 2SLGBTQ+ community as well. Rather than just treating them equally, they merit additional supports and consideration to “level the playing field,” Dr. Cukier said. While the language has evolved, the principle still applies. 

 

While diversity refers to demographic differences and the representation of these groups—for instance, the percentage of women on boards or racialized people in senior leadership—inclusion refers to a sense of belonging where employees feel valued, respected and that they are able to bring their whole selves into the workplace. 

 

More than ever, SMEs recognize the importance of EDI in the workplace, Dr. Cukier said. However, they often lack the human resources capabilities, training and networks to find, develop and retain diverse talent on their own. This is particularly pressing as organizations of all sizes struggle to recruit skilled employees.

 

Dr. Cukier highlighted resources designed to help SMEs meet their goals, and explained how leaders can use their influence to embed EDI within larger business strategies.

 

The What Works Toolkit  was developed to support signatories and is hosted online by DI. Organizations can use the toolkit to map their 50 – 30 Challenge journey and develop anti-racism, anti-harassment and inclusive workplace strategies—all at no cost. Research conducted by DI, the Environics Institute and the Future Skills Centre on discrimination in the workplace emphasizes the importance of such strategies. For instance, two in five racialized employees experience race-based discrimination in the workplace. This increases to one in two for Black employees.

 

“Whether you are big or small, embedding equity, diversity and inclusion in your larger business strategy is the way to go,” Dr. Cukier said. She discussed how DI’s Diversity Assessment Tool (DAT) can help companies examine existing policies and practices, and develop their own strategies. The DAT is being piloted by more than 120 SMEs across Canada.

 

Many resources are available for organizations looking to recruit and retain diverse talent, Dr. Cukier said. The Discover Ability Network, for example, is a portal powered by Magnet that connects job seekers with disabilities with meaningful employment opportunities, and employers with resources that foster inclusive and accessible work environments

 

“Inclusion is not something that is being demanded just because of a current focus on social justice. It is something that will drive innovation and growth,” she said.

Hanneke Smits welcomed as 30% Club global chair

Posted on by Admin
Hanneke Smits
Our new Global Chair Hanneke Smits is CEO of BNY Mellon Investment Management

The 30% Club is delighted to announce the appointment of Hanneke Smits, CEO of BNY Mellon Investment Management, as its fourth Global Chair, succeeding Ann Cairns.

Hanneke has been a long-time champion of improving gender diversity in the workplace. In 2015, she co-founded Level 20, a not-for-profit organisation established to inspire women to succeed in the private equity industry.

Hanneke also serves as Chair of Impetus, a venture philanthropy organisation that backs charities to transform the lives of disadvantaged young people.

At BNY Mellon, Hanneke is the Executive Sponsor of PRISM, the company’s LGBTQ+ employee group, and as CEO of BNY Mellon Investment Management since October 2020, one of the largest asset managers in the world with $1.8 trillion in assets under management.

She has championed numerous initiatives such as Newton’s work with the Diversity Project to ensure that returning female portfolio managers were able to maintain their investment track record, and BNY Mellon’s partnership with Inspiring Girls through The Pathway to Inclusive Investment research in 2022, and being an early supporter of the UK’s #10000BlackInterns programme.

Hanneke succeeds Ann Cairns as global chair of the 30% Club.

Ann, who retired as Executive Vice Chair of Mastercard at the end of 2022, joined the campaign in 2019 as Co-Chair, working with the late Brenda Trenowden before becoming sole global Chair in 2020.

Hanneke Smits, CEO of BNY Mellon Investment Management, said:  “It is an honour to succeed Ann Cairns as Global Chair of the 30% Club and to continue its mission of increasing the number of women at board and senior management levels.

“The role of the 30% Club is as vital now as it was at launch in 2010. Even today, the baseline target of reaching 30% women – either at board or senior management level – remains a stretch for many organisations throughout the world. Reaching the campaign’s ultimate goal of gender parity will take significant effort and investment.

“I look forward to continuing to grow the 30% Club internationally and tackle a wider range of diversity challenges, inside and outside the boardroom.”

30% Club Global
Ann Cairns
Outgoing chair Ann Cairns expanded the 30% Club internationally

Under the leadership of Ann, the 30% Club formed new chapters in Mexico, Colombia and Chile and welcomed Poland, Ecuador and an investor group in France to the campaign.

Her involvement with UN Women’s Outstanding Women’s Leaders Group saw the 30% Club, Melinda French-Gates and the UN Foundation convene what is presumed to be the world’s biggest meeting of CEOs and company chairs to discuss gender equality in May 2021.

Cairns also broadened the UK chapter’s target to focus on racial equality, which included the launch of the Mission INCLUDE strand of the 30% Club’s world-leading and cross-company mentoring programme enabling individuals from all underrepresented groups to participate.

She also launched the Leaders for Race Equity CEO development programme last year in partnership with Change the Race Ratio and Moving Ahead.

Ann Cairns, outgoing Global Chair of the 30% Club, said: “On behalf of the members of the 30% Club, we are proud to welcome Hanneke as our new Global Chair. It will be invaluable to have a respected leader of Hanneke’s experience and calibre join the global campaign at a time when many companies are still struggling to achieve diversity at board and executive levels.

“In the UK, for instance, we may have reached 40% women on the boards of the FTSE 100, but the majority remain in non-executive roles; there are just 25% women at executive committee level and just eight female CEOs. Women of colour remain under-represented at every managerial and leadership level. We must continue to keep diversity and inclusion high on the agenda.”

This is the second time BNY Mellon Investment Management has taken a leadership role within the 30% Club. The campaign was launched in 2010 by Dame Helena Morrissey, who was the then CEO of Newton Investment Management, one of BNY Mellon Investment Management’s investment firms.

Newton and BNY Mellon Investment Management were early supporters of the campaign’s goals and helped encourage many chairs of Britain’s biggest companies to commit to the initial target of 30% women on their boards. This target was reached across the FTSE 100 in September 2019 and there are now 40% women on boards.

This transparency allows firms to learn together ‘what works’ for the fair inclusion of Black women in finance, professional services and big technology. Given that the pay gaps experienced by Black women are the largest in the sectors studied, making Black women the benchmark for real change within organisations is appropriate. 

Training, recruitment, operations, promotions, procurement, strategies, and policies should be evidently inclusive of Black women. The call for greater transparency through reporting, audits and monitoring of the progress of Black women will help ensure firms are on track.

The 30% Club would like to thank UK steering committee member Karin Barnick, a partner at executive search and leadership advisory firm Korn Ferry in London, who led the search for the new global chair on a pro bono basis. 

Work to do

Where we are

The 30% Club has come a long way from when it was set up in the UK in 2010.We now span six continents and more than 20 countries. We’re actively expanding into more G20 countries

Find out more

Udział kobiet we władzach w 2022 roku

Posted on by 30club-Poland

Według najnowszych danych 30% Club Poland na koniec 2022 r. udział kobiet we władzach – definiowanych jako zarządy i rady nadzorcze – 140 największych spółek notowanych na warszawskiej giełdzie wzrósł zaledwie o 0,6 pp. względem roku poprzedniego. Wskaźnik ten pozostaje na niskim poziomie 17,2%, a tempo jego zmiany jest niepokojąco wolne. 

 

 

Pomimo niewielkiej poprawy na poziomie zagregowanym, w danych widoczne są negatywne tendencje – wśród badanych spółek tylko 3 na koniec 2022 r. miały kobietę na stanowisku prezeski zarządu, choć jeszcze dwa lata temu takich spółek było 6. W przypadku 15,7% badanych firm na czele rady nadzorczej stała kobieta – to podobny poziom jak w poprzednich dwóch latach.

 

 

W drugiej połowie ubiegłego roku zarówno Rada Europy jak i Parlament Europejski przyjęły dyrektywę w sprawie poprawy równowagi płci wśród dyrektorów spółek giełdowych oraz powiązanych środków. Zgodnie z nią, do lipca 2026 r. w dużych spółkach giełdowych, których siedziba mieści się w kraju UE, niedoreprezentowana płeć będzie musiała stanowić co najmniej 40% składu rad nadzorczych lub minimum 33% łącznego składu zarządu i rady nadzorczej. Dziś pierwsze z tych kryteriów spełnia tylko 14, a drugie 17 spółek spośród 140 największych polskich firm giełdowych. 

Investing

UDZIAŁ KOBIET WE WŁADZACH LEKKO WZRÓSŁ RDR, NAJBARDZIEJ W SWIG80

 

Według danych zebranych przez 30% Club Poland udział kobiet we władzach 140 największych notowanych spółek wyniósł na koniec 2022 r. zaledwie 17,2%, co stanowi wzrost o jedyne 0,6 pp. względem roku poprzedniego. Najwyższy udział kobiet we władzach – podobnie jak w poprzednich latach – miały krajowe blue chipy (20,9%). Jednak w tej grupie spółek nie było praktycznie żadnego progresu w trakcie 2022 r. (+0,1 pp.) oraz w ciągu ostatnich dwóch lat (+0,4 pp. w 2021 r.).

 

Z kolei spółki z indeksu sWIG80 zanotowały wyraźną poprawę wskaźnika – o 1,5 pp., choć udział kobiet we władzach jest w nich na relatywnie niskim poziomie 15,4%. To już drugi rok z rzędu konsekwentnej poprawy w tej grupie – w 2021 r. udział kobiet wzrósł o 1,3 pp. rok do roku. Rozczarowanie przynosi analiza „średniaków”, czyli firm z indeksu mWIG40. W przypadku tej grupy wskaźnik udziału kobiet spadł o 0,8 pp. do 17,7%. To duży kontrast w stosunku do poprzedniego roku, bowiem w 2021 r. udział kobiet w tych firmach zwiększył się o 3,2 pp. 

POLSKIE SPÓŁKI DALEKO OD PROGÓW Z DYREKTYWY PARLAMENTU EUROPEJSKIEGO

 

W drugiej połowie ubiegłego roku zarówno Rada Europy jak i Parlament Europejski przyjęły dyrektywę w sprawie poprawy równowagi płci wśród dyrektorów spółek giełdowych oraz powiązanych środków, która dotyczy dużych spółek giełdowych, których siedziba mieści się w kraju UE. Dyrektywa nie ma zastosowania do giełdowych mikroprzedsiębiorstw, małych i średnich przedsiębiorstw (MŚP) czyli firm, które zatrudniają mniej niż 250 pracowników i których roczny obrót nie przekracza ekwiwalentu 50 mln EUR lub których całkowita suma aktywów nie przekracza ekwiwalentu 43 mln EUR.


Zgodnie z dyrektywą do lipca 2026 roku, niedoreprezentowana płeć będzie musiała stanowić co najmniej 40% składu rad nadzorczych lub minimum 33% członków zarządu i rady nadzorczej łącznie. Dziś pierwsze z tych kryteriów spełnia tylko 14, a drugie 17 spółek spośród 140 największych polskich firm giełdowych. Część z badanych spółek spełnia zarówno pierwszy jak i drugi warunek. 


Tempo zmian w największych spółkach giełdowych w Polsce jest alarmująco wolne, zwłaszcza że mamy tylko nieco ponad trzy lata, żeby przygotować się do wymogów dyrektywy europejskiej. W tym kontekście warto przeanalizować wyzwania związane z różnorodnością, zaplanować działania i wyznaczyć konkretne cele w tym obszarze.

Małgorzata Kloka, członkini komitetu sterującego 30% Club Poland

TYLKO 3 PREZESKI NA CZELE NAJWIĘKSZYCH SPÓŁEK

 

Wśród 140 badanych spółek tylko 3 na koniec 2022 r. miały kobietę na stanowisku prezeski zarządu – jeszcze rok temu takich spółek było 5, a dwa lata temu 6. W przypadku 22 firm (16% badanych) na koniec 2022 r. kobiety stały na czele rad nadzorczych – to podobny poziom jak w poprzednich dwóch latach.

 

Podobnie jak w latach ubiegłych kobiety częściej można było spotkać w radach nadzorczych niż w zarządach. Na koniec 2022 r. udział kobiet w organach nadzorczych 140 największych spółek wyniósł 20,4%, zaś w zarządach 12,2%. 

 

SEKTOR FINANSOWY PONOWNIE LIDEREM RÓŻNORODNOŚCI WE WŁADZACH SPÓŁEK

 

Podobnie jak w poprzednim roku, liderem różnorodności ze względu na płeć pozostał sektor finansowy. W spółkach do niego zaklasyfikowanych kobiety stanowiły 24,7% władz w porównaniu do 23,5% na koniec 2021 roku. Jednocześnie był to jedyny sektor, w którym udział kobiet we władzach spółek przekroczył jedną piątą. Na drugim miejscu znalazł się segment nieruchomości, z 18,8% udziałem wobec 14,8% rok wcześniej. Jednocześnie jest to sektor, który pokazał największą pozytywną zmianę rok do roku. Na trzecim miejscu znalazł się sektor medycyny, z 17,0% udziałem kobiet we władzach spółek oraz 2,2 pp. wzrostem rok do roku. Najgorzej pod względem różnorodności ze względu na płeć, podobnie jak rok wcześniej, wypadł sektor detaliczny, we władzach którego znalazło się tylko 14,4% kobiet.

 

20 SPÓŁEK Z PRZYNAJMNIEJ 30-PROC. WYNIKIEM

 

Zgodnie z teorią tzw. masy krytycznej, aby głos mniejszości był słyszalny i miał wpływ na działania większości a poprzez to, aby biznesowe korzyści z różnorodności były widoczne, udział kobiet we władzach spółek powinien wynieść przynajmniej 30%. Z tego względu kampania 30% Club Poland dąży do osiągnięcia tego progu wśród największych polskich spółek giełdowych.

 

Na koniec 2022 r. poziom ten był osiągnięty w 20 spółkach spośród badanych 140 (w porównaniu do 18 na koniec 2021 r.) – w tej grupie są zarówno blue chipy, jak i średnie i mniejsze spółki, reprezentujące różne sektory działalności. W badanym okresie spadła również liczba spółek bez żadnej kobiety w zarządzie i radzie nadzorczej – na koniec 2022 r. takich firm było 23, natomiast rok wcześniej ich liczba wyniosła 28. 

Obie te tendencje cieszą, ale ich postęp na polskim rynku jest za wolny. Gdyby tempo zmian z minionego roku utrzymało się, to próg 30% dla wszystkich 140 spółek osiągnęlibyśmy dopiero za 60 lat, a spółki wyłącznie z męskimi władzami zniknęłyby za niecałe 5 lat.

Milena Olszewska-Miszuris, inicjatorka i Co-Chair 30% Club Poland

 

POTRZEBNE SĄ DZIAŁANIA – PRZEWODNIK DEI 30% CLUB POLAND

 

Aby ułatwić firmom zwiększenie udziału kobiet na kluczowych stanowiskach, 30% Club Poland wydał autorski Przewodnik DEI (Diversity, Equity & Inclusion) poświęcony różnorodności, równym szansom i włączeniu. Narzędzia i propozycje działań pomogą ustrukturyzować i zaplanować drogę do zbudowania inkluzywnej kultury korporacyjnej, wyrównania szans i dojścia do większej różnorodności we władzach, wszystkim firmom, bez względu na ich rozmiar, strukturę własnościową czy poziom zaawansowania w tym zakresie. 

Przewodnik DEI

Investors given tool to boost gender equity in net zero race

Posted on by Admin

The Women in Finance Climate Action Group has developed a framework to help financial institutions support women in the net zero transition and limit the negative impact of climate change on women.

The 30% Club is delighted to support the rollout of this first-of-its-kind framework specifically for private investors and the key role they play in financing net zero.

Integrating a gender lens into climate investments is important to value women as key stakeholders in solutions, to ensure not only a better path, a more ‘Just Transition’, but also a shorter one, unleashing the potential of women as changemakers, in finance and in who and what is being financed.

 

Women remain under-represented in climate finance

 

The Women in Finance Climate Group argues that whilst climate change disproportionately impacts women, women remain seriously under-represented in climate policy, climate decision-making and climate finance.

The Action Framework, created in collaboration with the Oliver Wyman Forum and 2X Global, is available to download here.

The Women in Finance Climate Action Group comprises women leaders from business, the public sector and civil society and includes Tanya Steele, CEO of WWF-UK and Sarah Breeden, Executive Director at the Bank of England.

 

Amanda Blanc, Aviva’s Group CEO, said: “Private capital is key to mobilising the trillions of dollars required over the next three decades to limit warming to 1.5 degrees. And yet the global private finance sector does not currently have the tools or incentives in place to evaluate and improve the impact of climate finance on gender equality.

“We need more data to measure the impact of specific climate investments or project financing on women and girls. We hope this Framework will give financial institutions what they need to begin to measure and deliver greater gender equality when taking action on net zero.”

Rupal Kantaria, Partner, Oliver Wyman Forum and head of climate for the 30% Club, added: “This first-of-its-kind Action Framework for investors embeds gender considerations into climate investment decisions. Both are critical for financing a faster and more just climate transition.”

 

 

 

Read THE FULL REPORT
Amanda Blanc and Rupal Kantaria

Where we are

The 30% Club has come a long way from when it was set up in the UK in 2010.We now span six continents and more than 20 countries. We’re actively expanding into more G20 countries

Find out more

French investors reveal gains for women’s leadership

Posted on by Admin
Screenshot 2023-01-16 at 12.56.17

According to the 30% Club France Investor Group’s annual report, gender diversity is improving in the SBF 120 but there is still a long way to go.

The 30% Club France Investor Group is pleased to announce the publication of its second annual report. In its second year of the campaign, the 30% Club France Investor Group conducted a wide variety of activities to engage with corporates, stakeholders, and experts, enabling us to develop key observations regarding gender diversity in France.

The 30% Club France Investor Group are stewards of France’s investee companies. Part of that responsibility includes the assessment of their executive management teams. Since 2017, listed companies in France must have a minimum of 40% of women on the Board of Directors under the Copé Zimmermann law. The Rixain Law adopted in 2021 also enforces that Executive Committees have 30% female representation by 2027 and 40% by 2030. 

 

Last year, the Investor group conducted 18 in-person engagement meetings and conversations and observed that:

– Compared to last year, companies are both more open to engaging with us and more prepared. 

– There is positive momentum emerging in the form of action plans and targeted goals, but these targets as well as their scopes (i.e., the executive body targeted) and time horizons lack homogeneity, making it difficult to work towards the goal of 30% female representation at the highest levels of management.

– Two opposite trends are coming into play. The COVID-19 crisis had a disproportionately negative impact on women in attracting, retaining, and promoting talent while the enforcement of the Rixain Law acted as an accelerator of awareness for the importance of gender diversity.

 

Read THE FULL REPORT
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Member of the French Parliament, Marie-Pierre Rixain said:

By making equality between women and men the great concern of his five-year term, President Emmanuel Macron has helped accelerate the march of history. Indeed, a certain number of blockages in our collective organization still constrain women’s economic room to maneuver and lead to a cascade of consequences. With this in mind, I drafted a bill in 2021 that enshrines new economic rights for women thus allowing them to conquer their status as free and autonomous economic actors.

The number of requests I receive proves that this issue is on the table for all companies now more than ever. Finally, our country is thinking about how to make half of the working population a source of value creation, wealth, and jobs. 

I believe that an increasingly significant proportion of large companies have taken measures for the challenge of gender diversity. In this respect, the law that I introduced – which marks a major change in the management and retention of corporate talent – will accelerate this dynamic by imposing ambitious but achievable targets for the players concerned.

Global Head Sustainable & Impact Investment, Allianz Global Investors, Matt Christensen said: 

“In the two years since the initiative’s launch, I’m pleased to see that the importance of gender diversity is increasingly acknowledged within French companies and that encouraging progress in terms of female representation on executive leadership teams is visible.

Nevertheless, there is still a long way to go. By pooling our efforts under the 30% Club France, we as investors can help move the lines faster to drive genuine and sustainable change by looking not only at the executive committee but also at how companies build a gender-diverse talent pipeline. The 30% by 2025 is the floor, not the ceiling. The Rixain Law on economic and professional equity for women sets 40% by 2030 as the next frontier. We are willing to do our part!”

Where we are

The 30% Club has come a long way from when it was set up in the UK in 2010.We now span six continents and more than 20 countries. We’re actively expanding into more G20 countries

Find out more

More women rising to the top in France across the SBF 120

Posted on by Admin

Paris, 16 January 2023. The 30% Club France Investor Group announces today the publication of its second annual report, revealing the latest trends and data on gender diversity at 120 companies part of the SBF 120 Index in France.

Launched in November 2020 by six French asset managers with the objective to promote better gender diversity within the SBF 120 companies’ executive management teams by 2025, the investor group has today 16 members representing over €6 trillion of assets under management, 5 having joined this year.

 

Core activity

 

In its second year of the campaign, the 30% Club France Investor Group conducted a wide variety of activities to engage with corporates, stakeholders, and experts, enabling the Club to develop key observations regarding gender diversity in France:

 

– Compared to last year, companies are both more open to engaging and more prepared. The refusal to engage is more the exception than the rule. However, the 30% Club France Investor Group faced some refusals under the pretext of “we already have 30% of women on our Executive Committee”, although the goal is to look beyond the percentage of women on that committee.

 

– Most companies are convinced of the value of gender diversity. A positive momentum has been emerging in the form of action plans and targeted goals. But these targets, as well as their scopes (i.e., the executive body targeted) and time horizons, lack homogeneity, making it difficult to work towards the goal of 30% female representation at the highest levels of management.

 

– Two opposite trends are coming into play. The COVID-19 crisis had a disproportionately negative impact on women in attracting, retaining, and promoting talent while the enforcement of the Rixain Law (1) acted as an accelerator of awareness for the importance of gender diversity. The issue is more acute in some sectors, particularly industrial and STEM activities, making the competition for attracting female talent more intense. The generalization of remote working may accentuate the recruitment problem for those companies where this will not be possible due to the nature of the jobs. 

 

– Sectors with high female employment rates (i.e. Financial Services and Insurance, Consumers) still have obvious glass ceilings. While there are targets and strategies, these sectors have a long way to go and changed very little compared to last year. 

 

– The notion of gender pay gap was discussed at length. There is some confusion between equal pay gap and gender pay gap. Closing the gender pay gap requires measures to break the glass ceiling through adequate, supportive, and relevant HR policies.

 

Building on a strong foundation

 

Continuing the efforts from 2021, the 30% Club France Investor Group collaborated with policymakers and experts seeking to address the secular question of gender diversity.

 

As chair of the 30% Club France Investor Group for the 2022 engagement season, Marie-Sybille Connan from Allianz Global Investors declares: “the 30% Club France Investor Group has a solid foundation to lead into year three of the group. Our roadmap for 2023 is set and articulated around:

 

– Moving the needle further and continuing to engage with SBF120 constituents

 

– Collaborating with Mercer on their Global Talent Trends survey including gender diversity practices to get more consistent and actionable data

 

– Advocating for the creation of the CEO & Chair pillar to have a complete 30% Club Chapter in France. France is the latest country where an investor group has been established but still needs the CEO & Chair pillar that will be instrumental in driving awareness on gender diversity in the corporate world. We invite any CEO or Chair who wants to act and drive gender equality to reach out to us.”

 

New leadership structure

 

In order to ensure proper onboarding and transfer in knowledge among members, the 30% Club France Investor Group is implementing a co-chairing of the initiative over a two-year mandate.

 

In 2023, Candriam AM will be co-chairing the 30% Club France Investor Group alongside Allianz Global Investor.

 

Theany Bazet, Co-Chair of  the 30% Club France Investor Group  and Fund Manager at Candriam, said: “I am honoured to join Marie-Sybille as Co-Chair to continue building bridges with corporations via active engagement and constructive dialogue together with our community of 16 responsible engaged investors.

 

“It is only by sharing best practices and bringing to light any issues that we can advance gender diversity and drive systemic change.

 

“We will notably thrive to developing the CEO/Chair pillar of the 30% campaign to have in France a full 30% chapter.

 

“Doing so will strengthen the commitment of improving gender diversity in the higher ranks of companies and increase the chances of success.”

 

The full report, including key figures, case studies and the KPIs list, is available here.

ENDS

 

Notes to editors

 

[1] On December 24, 2021, France adopted a new law to promote gender equality in the workplace and in the economy at large. This law, referred to as the Loi Rixain (Rixain Law), after the bill’s main sponsor in the French parliament, Marie-Pierre Rixain, imposes quotas for the representation of women in the leadership positions of large corporations, defined as corporations of 1,000 or more employees. By March 1, 2027, at least 30% of managerial positions in these companies, as well as 30% of the seats on these corporations’ governing bodies, will have to be filled by women. By March 1, 2030, these quotas will be raised to 40% for both managerial positions and governing bodies.

 

About the 30% Club France Investor Group

 

The 30% Club is a global campaign taking action to increase gender diversity at board and senior management levels. In 2010, the campaign was launched in the UK and it now has chapters around the world, with some backed by dedicated investor groups. In November 2020, six investment institutions decided to create an investor group in France.

The 30% Club France Investor Group now includes 16 members representing around €6 trillion AUM. Its focus is to engage with the investee companies and push for at least 30% of executive committee seats to be filled with women by 2025. It also aims to increase disclosure expectations around the topic of gender diversity. The group believes gender balance on boards and senior management encourages better leadership and governance, diversity and inclusion contribute to all-round board performance and, ultimately, increase corporate performance for companies and their shareholders.

 

Contacts

 

Steele & Holt

Servane Taslé
+33 (0)6 66 58 84 28
servane@steeleandholt.com

Anais Miegeville
+33 (0) 6 33 73 85 16 

 

Allianz Global Investors

Marion Leblanc-Wohrer
+33 (0) 1 73 05 77 91 / +33 (0) 6 85 15 74 54
Marion.LeblancWohrer@allianzgi.com

 

Candriam
Isabelle Lieven
+32 2 509 61 69
media_relations@candriam.com

 

Przewodnik Diversity, Equity & Inclusion

Posted on by 30club-Poland

Przedstawiamy Państwu nasz autorski Przewodnik Diversity, Equity & Inclusion (DEI) pełen narzędzi, pomysłów i inspiracji, jak zwiększać różnorodność i jak budować inkluzywną kulturę organizacyjną, przydatny dla firm niezależnie od ich poziomu zaawansowania.

 

Chociaż płeć jest naszym punktem wyjścia, w pełni zdajemy sobie sprawę, że wiek, niepełnosprawność, rasa, pochodzenie etniczne, narodowość, orientacja psychoseksualna, tożsamość płciowa oraz inne przesłanki narażające na zachowania dyskryminacyjne są częścią tej podróży. Dlatego zestaw narzędzi nie skupia się wyłącznie na płci, ale pozwala zbudować holistyczny plan DEI.

 

Przewodnik DEI został zaprojektowany tak, by był źródłem pomysłów i inspiracji dla wszystkich organizacji, bez względu na ich rozmiar czy aktualny poziom zaawansowania w obszarze DEI. Większe organizacje zachęcamy do skorzystania z pełnego Planu działania na rzecz różnorodności, równych szans i włączenia (DEI) – może on pomóc przy diagnozie aktualnej sytuacji oraz identyfikacji obszarów wymagających działań. Firmy mniejsze i te skoncentrowane na konkretnych aspektach DEI (np. przyciąganie czy rozwijanie talentów) mogą przejść do odpowiedniego obszaru w poszukiwaniu pomysłów, najlepszych praktyk i celów.

 

Przewodnik DEI jest dostępny dla wszystkich – nie tylko dla firm współpracujących z 30% Club Poland. Wierzymy, że działania zwiększające różnorodność i włączenie są ważne i korzystne dla całego społeczeństwa i gospodarki. Dlatego Przewodnik został zaprojektowany tak, aby można było z niego swobodnie korzystać i dzielić się jego treścią, ale zawsze przy wskazaniu 30% Club Poland jako źródła.

 

Planujemy regularnie aktualizować Przewodnik. Jeśli masz sugestie, pomysły oraz case studies, które mogą uatrakcyjnić jego treść i przekaz, zapraszamy do kontaktu!

PRZECZYTAJ PRZEWODNIK DEI

An Afternoon Tea with 8th Cohort

Posted on by 30club-Malaysia

As the saying goes, “Surround yourself with only people who are going to lift you higher”- Oprah Winfrey

Recently, on a sunny afternoon in Kuala Lumpur, mentees of the 8th Cohort of the Board Mentoring Scheme had the opportunity to connect with two established corporate board members namely Datin Teh Ija Jalil and Chye Neo Chong, as special guests over tea and scones. 

 

The special guests shared views and experiences on both personal and professional basis.

The key messages to take away from Chye Neo are as follows:
1. Do your homework on the type of industry and 

   boards you wish to join.
2.Do enquire from others on the culture, level of 

   governance and the board members profiles.
3. Go in with the view that you are there to contribute 

    and to enjoy your boardroom experiences

The key messages to take away from Datin Teh Ija are as follows:
1.  Always be prepared for meetings
2. Continuous learning is key in today’s changing 

    environment
3. Acquire new knowledge on Sustainability topics, for 

    instance
4. Respect all views and ensure views are minuted; 

    be it consenting or dissenting

“Overall, you want to achieve a collegiate atmosphere with a consensus view after a full debate that prioritises the company and key stakeholders’ interests.”

Finally, Norlela Baharudin MIA,FCPA Aust,ICDM,TEFL, the Board Mentoring Manager, as well as Tian Pouw TP Pun Steering Committee member, thanked the two guests for their endless support, being both past and future mentors to the 30% Club Malaysia Board Mentoring Scheme and for being part of this first of such event.

The mentees had not only benefited valuable networking but also shared learnings and career path growth as part of their Mentoring journey. 

NEW: 30% Club Podcast – Episode 2 featuring Penny James & Nimesh Patel

Posted on by Aba Wilson-Sam

More episodes coming soon!
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Coming Soon: 30% Club Podcast

Stay tuned for the new 30% Club podcast, exclusively hosted by Ann Cairns, Chair of 30% Club and Executive Vice Chair of Mastercard. She’ll be meeting some of the leading women.

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