Category: All posts

Lunch w Ambasadzie Luksemburga

Posted on by 30club-Poland

17 maja 30% Club Poland wraz z Ambasadorem Wielkiego Księstwa Luksemburga w Polsce, Paulem Schmitem, Luksembursko-Polską oraz Polsko-Luksembursko Izbą Gospodarczą zorganizowało spotkanie poświęcone tworzeniu inkluzywnej kultury organizacji.

W panelu dyskusyjnym wzięli udział członkowie i przedstawiciele 30% Club Poland – Anna Urbanska, CEO Standard Chartered Global Business Services Poland, Katarzyna Majchrzak, Członkini Zarządu Franklin Templeton Investments Poland oraz Bartosz Józefiak, Członek Zarządu Benefit Systems oraz przedstawicie firm i organizacji z Luksemburga – Cindyrella Amistadi, Christian van Dartel, Pascal Rapallino.

Spotkanie było okazją do wymiany doświadczeń i najlepszych praktyk dotyczących różnorodności na przykładzie firm i organizacji z Luksemburga i Polski.

Jak zatem tworzyć inkluzywną kulturę w naszych organizacjach? Według naszych panelistów, ważne jest:

– zaangażowanie najwyższych władz, rozumiejących wartość różnorodności,

– znalezienie liderów, których cechuje odwaga do wprowadzania zmian, empatia i silna wiara w ludzi oraz

– ustalanie konkretnych, mierzalnych celów.

Black women least likely to be top earners

Posted on by Aba Wilson-Sam

Black women are under-represented and underpaid in executive roles and the least likely to be in the UK’s top 1% of earners. Black women continue to be underrepresented in leadership roles across the UK workforce.

The Inclusion Initiative at LSE, Mastercard and the 30% Club collaborated to undertake interviews with 44 Black women at various stages in their careers. The study was designed to  understand the headwinds and tailwinds that these women experienced throughout their career, with the view that firms interested in nurturing talented women could focus on augmenting the tailwinds that these women experience, as well as reducing their headwinds.

The analysis led to the creation of the TRANSPARENT framework, a new framework to create organisations that are inclusive of Black women in Finance, Professional Services and Big Technology. 

  • Key highlights from the report include:

     

  • 92% of the women we interviewed called for systemic change within their workplaces.
  •  
  • Black women also experience the largest pay gaps when compared to non-Black women and men, as well as Black men (Almeida et al. 2021).

  • The largest gaps are in finance, professional services, and big technology. 70% of Black women in these sectors believe they are being paid less than their comparable peers, with more than 10% of women reporting pay gaps as high as 30%.

     

    From the analysis, the researchers created the TRANSPARENT framework to create organisations that are inclusive of Black women in Finance, Professional Services and Big Technology.

 
Read THE REPORT
Diverse directors
Deloitte web post graphic (6)

30% Club global chair and Mastercard executive vice chair Ann Cairns said: 

 

“We were delighted to partner with the London School of Economics on this research, to better understand the barriers Black women face in the workplace. Anecdotally, we have been hearing that Black women experience the most negative impact when it comes to progression in the workplace, specifically in the areas in which we operate; technology, financial and professional services and we undertook this research to validate that.

This thought-provoking research and the TRANSPARENT framework will be used to inform our own future activities and policies going forward within Mastercard. I hope they will also be of use to many other companies wanting to leverage it and tackle the issue within their organisations.”

The Inclusion Initiative (TII) at the LSE, Mastercard and the 30% Club hope to inspire firms to adopt these actions. Moreover, it is envisioned that companies will evaluate the effectiveness of these actions, making transparent the evaluation results.

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.

Untitled design (11)

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

Malaysia has highest percentage women board members in Asia

Posted on by 30club-Malaysia

A latest study by Deloitte in collaboration with the 30% Club found that Malaysia has the highest percentage of women chief financial officers among the Asian nations surveyed (34.9 per cent), more than double the global average of 15.7 per cent.


Read more about it here

Women in Leadership Stats – March update (UK)

Posted on by Admin
March 22 LinkedIN Stats post

The UK’s biggest 100 companies are on the brink of hitting 40% female representation at board level. 

Our latest stats reveal the FTSE 100 average is 39.9%, as of March 2022. 

The FTSE 100 hit the 30% critical mass in September 2019, meaning there has been rapid and significant progress in the past two years.

That’s precisely why our campaign is working with companies all over the world to strive for the 30% mark. 

Of course, the real goal is goal is PARITY.

Our minimum UK objectives by 2023 are:  

  • Beyond 30% representation of women on all FTSE 350 boards, to include one person of colour We support the Parker Review goals for at least one person of colour on every FTSE 350 board.
  • Beyond 30% representation of women on all FTSE 350 Executive Committees, to include one person of colour.
  •  
  • Beyond 30% of all new FTSE 350 Chair appointments to go to women between 2020 and 2023.

 

March 2022 saw women’s representation on FTSE 100 boards reach an average of 40% for the first time in history.

While we celebrate this milestone, there is still much work to do across FTSE 250 and 350, not least of which on ethnic representation – only 178 board positions is in the FTSE 350 are held by directors of colour, with just 77 of those positions held by female directors of colour (Parker Review, November 2020).

Furthermore, there are still 38 FTSE 350 companies at less than 30% women on boards. But as of March 2022, there is at only one FTSE 350 company with an all-male board and the number of all-male ExCos is falling.

READ THE LATEST STATS
Almost at 40%
March 22 LinkedIN Stats post (4)

With just 24% of FTSE 100 Executive Committee roles currently (as of 1 April 2022) held by women, achieving at least 30% by 2023 represents a significant but achievable challenge.

Driving progress will require ongoing investment from CEOs and leadership teams in developing the pipeline of female directors. It will also require demand by investors, leadership from board chairs, commitment by nominations committees and action from head hunters, and of course it also requires ongoing investment from CEOs and leadership teams in developing the pipeline of female directors.

Out of 100 companies, the UK still only has 8 female CEOs, 18 female CFOs and 17 female Chairs. This shows that the 30% Club still has work to do even though they have reached our 30% on Boards target. 

We encourage individuals and organisations to support our work and help us in our quest to increase the number of women on company boards and at senior management level.

What you can do to help us:

Become a Chair or CEO Member (please check UK webpage for criteria)

Call upon your own organisation to introduce targets for women in leadership

Share information on the 30% Club with your colleagues and networks

Encourage lagging companies to improve their diversity efforts 

30% Club Poland na panelu “Różnorodność w radach nadzorczych” w ramach EEC 2022

Posted on by 30club-Poland

27 kwietnia 2022 (środa)

godzina 13:30-15:00

Agnieszka Kopacz, Roman Kusz, Elżbieta Mączyńska-Ziemacka, Anna Potocka-Domin, Piotr Rybicki, Aleksandra Włodarczyk

Kampania 30% Club Poland stanowi ważny głos w debacie publicznej na temat roli kobiet w biznesie, dlatego nie może nas zabraknąć na jednej z największych imprez biznesowych Europy Centralnej! 27 kwietnia spotkamy się podczas 14. edycji European Economic Congress (Europejski Kongres Gospodarczy) na panelu poświęconym tematyce różnorodności we władzach o godzinie 13:30.

 

EEC to reprezentatywne i otwarte forum debaty o przyszłości europejskiej i polskiej gospodarki – przyszłości, w której musi znaleźć się miejsce dla kobiet. O tym jak zwiększać udział kobiet we władzach firm, dlaczego jest to ważne i jaką wartość dla biznesu przynosi różnorodność porozmawiają m.in. Aleksandra Włodarczyk, Koordynatorka i Członkini Komitetu Sterującego 30% Club Poland, Piotr Rybicki, Zawodowy Członek Rad Nadzorczych i Ambasador 30% Club Poland oraz Anna Potocka-Domin Head of Standard of Ethics Programme UN Global Compact Network Poland, a panel poprowadzi niezawodna Agnieszka Kopacz z Wirtualnej Polski.

 

EEC 2022 odbędzie się 25-27 kwietnia 2022 r. w Międzynarodowym Centrum Kongresowym w Katowicach. Zapraszamy do rejestrowania swojego udziału!

 

 

Breaking the glass ceiling

Posted on by 30club-Malaysia

The Chair of 30% Club Malaysia, and CEO of Maybank Investment Banking Group, Ami Moris spoke about breaking the glass ceiling. 


“Hard work is the minimum expectation in our industry, so that alone will not get you there. How did I overcome them? By being very intentional and deliberate about the way I approach networking. It’s not enough to simply be sociable if the goal is to have a seat in the room where it happens. 


Done right, it will allow us to identify role models, find mentors and sponsors, form a close inner circle, and expand opportunities.”



Rekrutacja kobiet na stanowiska kierownicze – debata headhunterów

Posted on by 30club-Poland

22 kwietnia 2022 (piątek)

godzina 09:30

Katarzyna Grajda, Paweł Baranowski, Małgorzata Tylec-Gusakov, Robert Nowakowski

Jakie są przyczyny niskiej reprezentacji kobiet w zarządach i radach nadzorczych polskich przedsiębiorstw? Jakie działania powinny być zainicjowane, by wspierać kobiety w pokonywaniu barier?

W imieniu 30% Club Poland oraz Stowarzyszenia LiderShe zapraszamy serdecznie na debatę “Rekrutacja kobiet na stanowiska kierownicze” z udziałem przedstawicieli czołowych firm rekrutacyjnych, specjalizujących się w procesach poszukiwania osób do najwyższych organów zarządczych spółek.

W debacie wezmą udział:

– Katarzyna Grajda,

– Paweł Baranowski, 

– Małgorzata Tylec-Gusakov,

– Robert Nowakowski.

Naszych panelistów zapytamy o zdanie na temat różnorodności płci jako osób bezpośrednio zaangażowanych w obsadzanie kluczowych stanowisk w firmach. Debatę poprowadzi Katarzyna Rozenfeld.


🗓️ Data: 22 kwietnia 2022
⏱️ Godzina: 9:30 – 10:45

Zapraszamy do rejestracji on-line.

 

 

What do we know (and do not know) about diversity and inclusion issues in finance?

Posted on by 30club-Poland

21 April 2022 (Thursday)

18:00

Anna Golec PhD, Anna Zamojska PhD

Diversity

 

What do diversity and inclusion mean in finance? During the webinar topic regarding operationalisation challenges (definitions, measurement, models, etc.) and strengths and weaknesses of popular D&I research reports will be discussed.

The lecture “What we know (and what we do not know) about the issue of diversity and inclusion in finance” “in English on behalf of 30% Club Poland will be given by two researchers:

– Anna Golec, PhD, Co-founder and Ambassador of 30% Club Poland,
– Anna Zamojska, PhD from the Department of Econometrics at the University of Gdańsk.

 

The lecture is part of the series of webinars “Enhance Your Chance” organized by the QuantFin – Foundation.

On-line registration here. 

Melíosa O’Caoimh takes up role as 30% Club Ireland Chair

Posted on by 30club-Ireland
Meliosa O'Caoimh

Melíosa O’Caoimh, Country Head for Northern Trust

Melíosa O’Caoimh, Country Head for Northern Trust, is the new chair of the 30% Club Ireland, whose aim is to support a minimum of 30% gender balance at all senior decision-making levels in companies across the globe. The Irish chapter is supported by the leaders of 285 leading organisations across all business sectors. , representing more than 650,000 employees here. Melíosa takes over the role from Rachel Hussey, Clients & Markets Partner at Arthur Cox.

 

 

Melíosa is responsible for leading Northern Trust’s business in Ireland. Northern Trust is one of Ireland’s largest fund administrators and global custodians employing more than 1,700 people across offices in Dublin and Limerick.  The company employ over 1300 people at their Shannonside headquarters, and another 400 at their Dublin offices.

 

Prior to joining Northern Trust in 2003, Meliosa held various management roles with Pioneer Global Investments. She has a B.A degree in Economics and Politics from University College Dublin, is a Fellow of the Institute of Chartered Accountants in Ireland and a Member of the Institute of Taxation in Ireland.

 

Melíosa previously sat on the Board of the American Chamber of Commerce in Ireland, and is now chair of the 30% Club in Ireland,  co-chair of Business in the Community’s Leader Sub-Group on Sustainable Employment, and also sits on the Board of the National Maternity Hospital Foundation.

 

For more information on 30% Club Ireland see: https://30percentclub.org/chapters/ireland/

 

Ends

 
 

FTSE 100 meets Parker diversity target

Posted on by Admin
Parker Review

FTSE 100 hits 2021 target

The Parker Review target for the FTSE 100 to have at least one board director from an ethnically diverse background by the end of 2021 has largely been achieved. 

The latest update from the Review has confirmed 89 FTSE 100 companies achieved the target by the deadline of December 2021. A further five have announced new ethnic director appointments in early 2022 and another three report they are actively engaging in recruitment.

Across the FTSE 100, 16% of board directors are now ethnically diverse, and 49% are women. 

The Review states: “These numbers compare starkly and very favourably with the position back in 2016, when only 47% of FTSE 100 companies had people from minority ethnic groups in their boardrooms. The number of companies with minority ethnic directors has doubled.

“We are also encouraged to note that the number of people from minority ethnic groups on FTSE 100 Boards splits evenly between genders, with women comprising 49% of the minority ethnic directors.”

Across the FTSE 250, where the deadline is the end of 2024, 12% of board directors are now from ethnically diverse backgrounds and 44% are women.

At the executive level, there hasn’t been as much progress. The Review states: “As expected, the great majority of these board positions are as non-executive directors.” 

There are also only six CEOs and 12 other executive directors across the FTSE 100 who come from a minority ethnic group. And there are only three board chairs from a minority ethnic group background. 

At the launch of the Review’s latest update, Secretary of State for BEIS Kwasi Kwarteng, said: “Never has there been a more compelling evidence base for the value of building diversity into business, all the way up to the Boardroom.

“Never has it been more clear that British business is seizing the initiative, responsive to the fact that drawing in talent across the diversity of society drives increased value to companies and makes good business sense. 

Read THE report
Leaders for race equity

“Business and Government are united in our shared belief in equality of opportunity to deliver a business environment that rewards meritocratic achievement: discovering, developing, and rewarding talent — irrespective of background.

“Out of uniting around the common goal of excellence, I have every faith that British business and the UK economy will build back better out of this pandemic.”

The update comes just two weeks after the 30% Club UK Investor Group issued a statement addressing the lack of racial and ethnic diversity in UK business and outlined the action it is taking to make positive change.

Members of the group who have signed up to the statement have more than £11 trillion assets under management. 

In February, the group sent letters to the FTSE 100 companies its independent research suggested had yet to meet the Parker Review targets.  

The letter warned the companies that investors may consider voting against companies at their annual general meetings if they fail to take action.

If your company wants to take action to make its senior leadership team more diverse, we have teamed up with Change the Race Ratio and Moving Ahead to deliver the Leaders for Race Equity CEO development programme.

The nine-month cross-company programme for CEOs and minority ethnic group leaders who are in the Exco talent pipeline to share and learn from each other’s experiences and shape strategic action. To find out more, please contact our delivery partners Moving Ahead by emailing race.equity@movingahead.org.  

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
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