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Bank Islam Malaysia Comes On-board

Posted on by 30club-Malaysia

 

On International Women’s Day 2022 the 30% Club Malaysia welcomed its latest Corporate Advocate, Bank Islam Malaysia Berhad (BIMB). A virtual event to commemorate these two important milestones was hosted by BIMB.

 

 

More than 160 guests from within BIMB, in addition to 30% Club Malaysia Corporate Advocates and volunteers tuned in to the event.

 

It began with a welcome address by Mohd Muazzam Mohamed, Group CEO, BIMB who shared the various initiatives to advance diversity, equity and inclusion within the bank and in its operations. He also shared the commimentment to #breakthebias

 

 

Then 30% Club Malaysia’s Chair Ami Moris addressed the guests and highlighted that Diversity, Equity and Inclusion (DEI) is a business case for Malaysia to build world-class companies that can compete with the global best.

 

Some of the notable updates she shared was that women representation on the top 100 PLC boards rose to 26% in February 2022, close to double what it was in 2015 (14%) when the chapter was established. Moreover, the women representation on the boards of all the 900+ PLCs has also steadily increased to 18% from 11%.

 

 

She also shared that the 30% Club Malaysia’s mission is validated by the announcement at Budget 2022 that it is mandatory for PLCs to appoint a female director by September this year. 

Additionally, Bursa Malaysia’s recently launched PLC Transformation (PLCT) Programme also specifies diversity metrics as a measure of effectiveness of governance and talent management efforts.

 

 

30% Club Malaysia looks forward to more collaborative initiatives with BIMB and our other Corporate Advocates in 2022.

 

 

 

 

Happy International Women’s Day!

Posted on by 30club-Malaysia

To celebrate International Women’s Day month, the 30% Club Malaysia held its inaugural Diversity, Equity & Inclusion (DEI) Conversation: Elevating Investability. 


The speakers and moderators were Albern Murty Digi Telecommunications, Jalil Rasheed Berjaya Corporation Berhad, Amar Gill BlackRock, Chitra Hepburn MSCI Inc., Shahril Azuar Jimin Maybank, Tunku Alina Alias, and Ami Moris Chair of 30% Club Malaysia. Here’s before we went live.


Let’s #BreakTheBias#InternationalWomensDay


Women in Leadership Scholarship Competition 2022

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Copy of COVER IMAGE - INVESTOR GROUP STATEMENT (3)

The Women in Leadership MBA scholarship is a collaboration between Henley, the 30% Club and Financial Times.

Now in its tenth year, the Women in Leadership scholarship is designed to offer practical support for the development of strong female talent and reflects the shared mission of the three partner institutions to encourage gender balance in leadership teams.

The competition is open to both women and men who have relevant experience in the workplace either in managing a team, running a project or planning strategy.

Entries need to answer, in no more than 800 words, the question:

“Would efforts to tackle climate change benefit from more women taking the lead?”

Entries must be submitted using the official application form, which can be downloaded at the bottom of this article. The winner will receive a fully-funded place worth up to £39,500 on our part-time Executive MBA – Global or Flexible Executive MBA programme starting in September/October 2022.

Deadline for entry: 23 May 2022 at 5pm.

Judging panel


  • Dr Anne Dibley, Head of Post-Experience and Apprenticeshipprogrammes at Henley

  • Laura Whitcombe, Global Campaign Manager, 30% Club

  • Harriet Arnold, Assistant Editor, Financial Times Special Reports

  • Plus additional judges to be confirmed.
Copy of COVER IMAGE - INVESTOR GROUP STATEMENT (2)

Judging criteria


It is important that participants draw not only on data, research and other evidence to support their arguments but also their own personal experience, which could include examples of initiatives they have worked on, or are in the process of designing.

We want submissions which make us think differently – challenge the status quo and demonstrate a real understanding of the dilemmas faced.

Up to 10 finalists will be shortlisted from all entries received by the deadline.

Participants do not need to apply for an MBA place before entering this competition, but are expected to check that they qualify for entry on to the programme. 

DOWNLOAD THE FORM

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

NEW: 30% Club Podcast – Episode 1 featuring Sharon Thorne

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More episodes coming soon!

Brain tumour survivor on why Mission Include mentoring is so important for her

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Jessica Jones

A year ago, commercial banker Jessica Jones underwent a life-saving operation to remove a brain tumour that left her unable to walk unassisted.

Since then, not only has the 38-year-old mum of three from Swansea returned to the job that she loves but she’s also embarking upon a journey of personal development by being mentored on the 30% Club cross-company mentoring programme Mission INCLUDE.

It was important to Jessica to explain this life-changing experience to her mentor at their first meeting in November. Her diagnosis 18 months earlier changed her outlook on life and her career and will be a big part of her mentoring journey.

At its core, Mission INCLUDE is a structured cross-company mentoring programme that expertly pairs senior business leaders with mentors outside of their industry to challenge and help them progress.

Jessica is a relationship director at NatWest with responsibility for financing SMEs with turnovers of up to £50 million. She has been paired with mentor Laura Pingree, a partner at accountancy firm BDO LLP, who specialises in energy and mining.

During their first meeting, Jessica revealed how the excitement of receiving a promotion in March 2020 was overshadowed, three months later, by the devastating news that she would require life-saving surgery.

“I didn’t want sympathy, but I wanted her to know the journey I’d been on and why I was so determined to get the most out of this experience,” she says.

Jessica explained to Laura that after suffering hearing loss, headaches and tinnitus since 2019, she saw her GP in June 2020, who prescribed migraine tablets. But when the symptoms didn’t improve after a couple of days, she was referred to hospital for a CT scan.

While waiting for that appointment, her blood pressure became abnormally high, so she attended Prince Phillip hospital in her hometown of Llanelli, Carmarthenshire. After two days of tests – and while sat alone due to Covid restrictions – Jessica was given the devastating news that she had an acoustic neuroma causing pressure on her brain stem.

“I was in total shock. Hearing those words, ‘you’ve got a brain tumour’ was terrifying. I was absolutely petrified and burst into tears,” says Jessica.

Backlogs caused by the pandemic meant she had to wait until January 2021 for surgery.

During a gruelling 13-hour operation, which involved removing a section of skull from behind Jessica’s ear, surgeons successfully removed most of the tumour. They advised to leave a small part of the tumour which had grown around the facial nerve, so not to cause facial palsy. The procedure has left her with single sided deafness and a CROS hearing aid.

She was kept in hospital for two weeks. Covid restrictions meant that Jessica’s husband Mark and their daughters Ella who is eight, and five-year-old twins Emily and Lily, couldn’t visit her.

“I was unable to stand the first few days without vomiting due to the vertigo, and each day challenged myself a little more. Thanks to the support of the team there, I finally left the hospital trundling along on a Zimmer frame at the age of 37,” she says. “When I was home, I paid for weekly sessions with a neuro-physio who helped me build the confidence and strength to walk without the frame.”

Her diagnosis left her fatigued and sometimes unable to walk more than 2,000 steps a day, but in September 2021, Jessica was keen to return to the job that she loves.

Jessica's surgery scar
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“Natwest has fully supported me since the moment I was diagnosed and on the path towards rehabilitation,” says Jessica. “We spoke about both my personal and career development and I explained that I thought that being mentored by someone outside of banking would help develop me as an individual. They recognised what I had been through – and the journey that still lies ahead – and I’m grateful they gave me special approval to take part in Mission INCLUDE.

“In the 14 years I’ve worked for NatWest, I’d previously been on excellent courses that were bank focused and I have always been very passionate and committed in taking responsibility for my career progression. I knew that I would benefit from having an outside mentor challenge me, hold me accountable and offer external perspective on my development.”

Jessica admits she was initially surprised by who she was paired with.

“When I first read Laura’s profile, I was unsure as to why we’d been put together as our experience looks so different on paper. But I soon realised we are so well matched. Our personalities are very, very different but whatever algorithms Moving Ahead use to match people, it definitely works!

“We are very open with each other about our lives and our experiences. You need that openness, otherwise the mentoring would be very scripted.”

At their most recent meeting in January, Laura challenged Jessica to apply to sit on a non-executive board during the nine-month programme – something that would help give her exposure to other business issues that could be of use to her in NatWest.

In preparation, she’s also been tasked with gathering 360° feedback from colleagues to see if the areas that Jessica thinks that she needs to develop align with those they suggest.

“I questioned who would want me on their board, but by sharing her own experiences, Laura was able to reassure me that I have transferable skills and that businesses in sectors outside of banking – and outside of my comfort zone – would welcome,” she says. “And I now realise the experience would greatly aid me in my development within NatWest.”

Aside from the one-to-one mentoring, Mission INCLUDE offers other benefits.

“The programme includes regular Zoom events with participants from around the world, masterclasses to get the best out your development, networking sessions with other mentees, and the opportunity to hear from fantastic, thought-provoking expert speakers,” she says.

A recent talk by coach Holiday Phillips on pushing yourself outside of your comfort zone resonated with her.

“On Christmas Eve, I received the news that the remainder of my tumour is stable and I’ll have yearly scans to monitor what is left of it,” she says. “Having the tumour has taught me is life is too short to be taken for granted and to keep pushing yourself, developing and reflecting. Sometimes that means doing things that you’re a little uncomfortable with, but you may never get the opportunity to do again if you don’t do them now. I want to push myself and do things that perhaps make me feel a little bit uncomfortable.”

Jessica can already see the benefits that the Mission INCLUDE programme will bring to her and NatWest.

“I am already learning lots that I can apply to my current role and future development. Having a mentor share their expertise and encouragement will also help equip me with new skills that I can bring to the bank to assist others,” she says.

And it’s not only at the bank that that Jessica wants to help others. Last month, she embarked on an ambitious 10,000 Steps a Day challenge to fundraise and raise awareness for Brain Tumour Research to help find a cure for the devastating disease as a way of thanking all those who helped her. She raised more than £2,500. If you would like to donate, click here for more information.

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

Elevating Investability: DEI Conversations #1

Posted on by 30club-Malaysia

Last month we kickstart our conversation on the business case for Diversity, Equity & Inclusion (DEI), why it matters for great leadership, and how we can #breakthebias with our webinar, DEI Conversation #1: Elevating Investability.


More than 500 participants from Malaysia and the ASEAN region attended the webinar. Among the participants were CEOs/board members, senior leaders, fund managers from Malaysia and the ASEAN region. 


There were two-panel discussions. The speakers for Panel 1 were Albern Murty, CEO, Digi Telecommunications, Jalil Rasheed, former Group CEO, Berjaya Corporation while the Moderator was Dato’ Ami Moris, Chair, 30% Club Malaysia.


Watch the recording here.


The speakers for Panel 2 were Amar Gill, MD & Head of Investment Stewardship, APAC, BlackRock, Chitra Hepburn, MD&Head of ESG, APAC, MSCI, Shahril Azuar Jimin, CSO, Maybank Group and the moderator was Dr Tunku Alina Alias, Independent Director, Nestle, MPI, Batu Kawan IJM Corp. 


Watch the recording here.


The event partners were Securities Commission Malaysia, Bursa Malaysia, Minority Shareholders Watch Group, Institutional Investors Council Malaysia, Malaysian Association of Asset Managers, and our Knowledge Partner PwC Malaysia.


30% Club UK Investor Group statement on addressing racial inequality

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COVER IMAGE - INVESTOR GROUP STATEMENT (9)

Challenge for change

The 30% Club UK Investor Group has 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.

“As institutional investors, we can contribute to addressing these inequities by taking concrete steps to promote diversity and inclusion across our portfolios and within our organisations,” it states.

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

The group has sent letters to the FTSE 100 companies its independent research suggests have still to meet the Parker Review targets of at least one board member and executive committee member from an ethnic minority background. They were meant to have done so by the end of 2021.

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

The Investor Group is committed to actively engage with UK company board chairs, nomination committees and executive teams on the issue of racial inequality in their leadership ranks and workforce.

The publication of the statement builds on the UK chapter of the 30% Club introducing race and ethnicity targets in July 2020. Those targets include members of the Club across the FTSE 350 having at least one person of colour at board and executive committee level by the end of 2023*. And as the 30% Club campaign is focused on gender, we expect at least half of those appointments to go to women of colour.

While the 30% Club works directly with CEOs and Chairs to encourage change, the Investor Group’s been working on improving the availability of data on race equity within the FTSE 100 by engaging with ESG data providers and supporting the creation of new data platforms, such as through its partnership with Diversio.

The Group is also running a race equity training programme for its members to ensure that all investors, big and small, are equipped to take action with the companies they invest in.

Read THE STATEMENT
COVER IMAGE - INVESTOR GROUP STATEMENT (12)

Diandra Soobiah, co-chair of the 30% Club UK Investor Group, said: “Diversity and inclusion in companies are integral to sound corporate governance and corporate culture. As long-term investors, we see the failure to take diversity seriously as a stark warning about the long-term sustainability of the company.

“Time is up for organisations that seek to simply tick boxes. The 30% Club Investor Group is putting FTSE companies on notice – the laggards need to do much better, and we’re willing to help.

“We all have an important role to play to ensure persistent race inequities in business and our society are addressed. As investors, we can have stronger dialogue with the companies we invest in, with a view to improving diversity and inclusion within companies in the UK.”

Ann Cairns, global chair of the 30% Club, said: “The 30% Club’s UK Investor Group issuing this statement is a significant moment for the UK investor community. With ESG rightfully gaining prominence in the board rooms and executive offices of the world’s biggest companies, addressing racial inequity is imperative for all asset managers.

“It could make a major contribution to delivering the change businesses, economies and societies so desperately need to see. I am tremendously grateful for the hard work done by the co-chairs and members of the 30% Club UK Investor Group to take a stand on racial inequality.”

*The 30% Club’s UK chapter set the 2023 deadline for the FTSE 350 as a stretch target for our FTSE 350 members to help meet the Parker Review target by the end of 2024.

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

30% Club UK Investor Group launches Statement on addressing racial inequality

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London, UK, 1 March 2022: The 30% Club UK Investor Group has today issued its statement on addressing the lack of racial and ethnic diversity in UK business.

 

The Group, which is part of a global gender diversity in business campaign, has more than £11 trillion assets under management and has also sent letters to the FTSE 100 companies that have still not met the Parker Review. 

 

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

The Investor Group is committed to actively engage with UK company board chairs, nomination committees and executive teams on the issue of racial inequality in their leadership ranks and workforce. 

 

Today’s announcement builds on the UK chapter of the 30% Club introducing race and ethnicity targets in July 2020. Those targets include members of the Club across the FTSE 350 having at least one person of colour at board and executive committee level by the end of 2023. And as the 30% Club campaign is focused on gender, we expect at least half of those appointments to go to women of colour.

 

While the 30% Club works directly with CEOs and Chairs to encourage change, the Investor Group’s been working on improving the availability of data on race equity within the FTSE100 by engaging with ESG data providers and supporting the creation of new data platforms, such as through its partnership with Diversio. 

 

The Group is also running a race equity training programme for its members to ensure that all investors, big and small, are equipped to take action with the companies they invest in.

 

Diandra Soobiah, co-chair of the 30% Club UK Investor Group, said: “Diversity and inclusion in companies are integral to sound corporate governance and corporate culture. As long-term investors, we see the failure to take diversity seriously as a stark warning about the long-term sustainability of the company.

 

“Time is up for organisations that seek to simply tick boxes. The 30% Club Investor Group is putting FTSE companies on notice – the laggards need to do much better, and we’re willing to help.

 

“We all have an important role to play to ensure persistent race inequities in business and our society are addressed. As investors, we can have stronger dialogue with the companies we invest in, with a view to improving diversity and inclusion within companies in the UK.

 

Ann Cairns, global chair of the 30% Club, said: “The 30% Club’s UK Investor Group issuing this statement is a significant moment for the UK investor community. With ESG rightfully gaining prominence in the board rooms and executive offices of the world’s biggest companies, addressing racial inequality is imperative for all asset managers. 

 

“It could make a major contribution to delivering the change businesses, economies and societies so desperately need to see. I am tremendously grateful for the hard work done by the co-chairs and members of the 30% Club UK Investor Group to take a stand on racial inequality.” 

ENDS

 

Contact: 30% Club campaign manager Laura Whitcombe, laura@30percentclub.org, or media@30percentclub.org

 

Notes to Editors

 

The 30% Club’s UK steering committee is made up of 18 individuals, seven are from racially and ethnically diverse backgrounds (39%). 

 

There are three co-chairs of the 30% Club’s UK Investor Group and one is from a racially and ethnically diverse background (33.3%). Members of the Group are institutions rather than individuals. 

 

30% Club’s UK Investor Group signatories to the Statement are: AMP Capital (UK), Astarte Capital Partners, Aviva Investors, AXA Investment Managers, Baring Foundation, Barrow Cadbury Trust, BlackRock, BMO Global Asset Management, Border to Coast Pensions Partnership, Brunel Pension Partnership, Castlefield Investment Partners LLP, Church Investors Group, Eco Advisers Ltd, EdenTree Investment Management, Environment Agency Pension Fund, Fidelity International, Government Pension Investment Fund (GPIF), Federated Hermes, J.P. Morgan Asset Management, Jupiter Asset Management, Legal & General Investment Management, LGPS Central Ltd, Liontrust Investment Partners LLP, Local Authority Pension Fund Forum, Local Pensions Partnership, M&G Investments, Morgan Stanley Investment Management, NEST, Newton Investment Management, Northern Local Government Pension Scheme, Quilter, Resona Asset Management Co., Ltd., Robeco, Royal London Asset Management (CIS) Limited, RPMI Railpen Investments, Sarasin & Partners LLP, Standard Life Aberdeen, Sumitomo Mitsui Trust Asset Management, T. Rowe Price International Ltd, The Health Foundation and West Midlands Pension Fund, West Yorkshire Pension Fund.


About Us 

 

The 30% Club is a global campaign led by Chairs and CEOs taking action to increase gender diversity at board and senior management levels of the world’s biggest companies. We set targets of a minimum of 30% female representation at the board and executive committee levels. This is the critical mass at which research shows minority voices are heard. However, the ultimate goal is parity.

 

Under the leadership of Global Chair, Ann Cairns, the campaign continues to expand its international footprint with presence in more than 20 countries around the world. We support diversity in its very broadest sense and while gender has been our starting point, we fully realise that considerations of ethnicity, disability, sexual orientation, socioeconomic background and beyond are all part of the journey – and that gender identities are themselves evolving rapidly. We believe that only those organisations that foster truly inclusive cultures – cultures that embrace women who look, act and, importantly, THINK differently – can reach their full potential to positively impact their people, their markets and their communities.

 

30% Club UK Chapter’s 2023 Targets

 

  • 1. 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 – in addition, we advocate for gender balance with half these seats going to women, creating 175 board seats for women of colour.

    2. Beyond 30% representation of women on all FTSE 350 Executive Committees, to include one person of colour. We advocate for gender balance with half these seats going to women, creating 175 executive committee roles for women of colour.

    3. Beyond 30% of all new FTSE 350 Chair appointments to go to women between now and 2023.

FTSE Women Leaders Review Launch

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COVER IMAGE - FTSE WOMEN LEADERS POST (1)

UK closes in on 40% women at board level

The UK has climbed to second in the international rankings for women’s representation at board level. 

Almost 40% of UK FTSE 100 board positions are now held by women, compared with 12.5% just ten years ago. And there are almost 38% women on board across the FTSE 350.

The data has been published in a new report by the Government-backed FTSE Women Leaders Review, which monitors women’s representation in 24,000 positions on FTSE 350 Boards and in Leadership teams of the UK’s biggest companies, building on the success of the previous Hampton-Alexander and Davies Reviews.

 

What this new data from the FTSE Women Leaders Review reiterates is that we don’t need mandates - aspirational targets change not just the numbers but also the culture inside companies.

Ann Cairns, 30% Club global chair

Key highlights from the report include:

  • Almost 40% of UK FTSE 100 board positions are now held by women, putting the UK second in international rankings for board representation.
  •  
  • FTSE 100, 250 and 350 all improved the number of women in Leadership roles in 2021, with the Government’s and 30% Club’s voluntary, business-led approach paying dividends.
  •  
  • The new review also sets out bold recommendations to build on this progress, including a voluntary target for FTSE 350 executive leadership teams to achieve 40% female representation by the end of 2025. It is currently less than 20%, according to BoardEx data.
  •  
  • It is also asking FTSE 350 companies to have at least one woman in the Chair, Senior Independent Director role on the Board and/or one woman in the CEO or CFO by the end of 2025. There are just 18 and 48 at present, that’s 5 and 14% respectively. 
  •  
  • The Review has also increased in scope beyond the FTSE 350 companies to include the largest 50 private companies in the UK by sales.

The 30% Club welcomes the extended focus of the Review. 
Read THE REPORT
Deloitte web post graphic (6)

30% Club Global Chair Ann Cairns said: 

 
“The 30% Club, The Women in Finance Charter, Hampton Alexander (now the FTSE Women Leaders Review), the Parker Review and most recently 25×25 and the FCA/Bank of England white paper all have similar and complementary aims. Strategic collaboration will make all the difference in seeing the progress we’ve seen in the boardroom play out at executive committee level and result in more female CEOs and significantly more leadership opportunities for women of colour. We are a multi-racial society, and it’s high time our boards an executive leadership teams reflect that. 
 
“What this new data from the FTSE Women Leaders Review also reiterates is that we don’t need mandates – aspirational targets change not just the numbers but also the culture inside companies.” 

Business Secretary, Kwasi Kwarteng, said: 

“UK businesses have made enormous progress in recent years to ensure that everyone, whatever their background, can succeed on merit – and today’s findings highlight this with more women at the top table of Britain’s biggest companies than ever before.

“However, we should not rest on our laurels, and the FTSE Women Leaders Review will build on the success so far of our voluntary, business-led approach to increasing women’s representation on boards and in leadership, without the need for mandatory quotas.”

Minister for Women and Equalities, Liz Truss, said:

“It is excellent to see the progress being made, but we know there is more to be done. This Government is committed to levelling up all parts of our country, working to tackle inequality and promoting equality of opportunity, including at senior level, so everyone can thrive.”

COVER IMAGE - FTSE WOMEN LEADERS POST (5)

Here are the four new recommendations of the FTSE Women Leaders Review in full:

The voluntary target for FTSE 350 Boards & for Leadership teams is increased to a minimum of 40% women’s representation by the end of 2025

  •  
  • FTSE 350 companies to have at least one woman in the Chair, Senior Independent Director role on the Board and/or one woman in the Chief Executive Officer or Finance Director role by the end of 2025
  •  
  • Extending the scope of the FTSE Women Leaders Review beyond FTSE 350 companies to include the largest 50 private companies in the UK by sales
  •  

These recommendations aim to increase gender balance further, bringing new focus to the appointment of women at the highest levels of British business, particularly in those companies that are still lagging behind.

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 spółek giełdowych z WIG140 na koniec 2021

Posted on by 30club-Poland

 

„What gets measured gets done”. Kluczowe znaczenie dla sukcesu kampanii 30% Club mają mierzalne cele, które sobie wyznaczamy, dlatego chcemy podzielić się najnowszymi danymi, które zebraliśmy na koniec 2021 roku.

 

Postęp kampanii śledzimy na grupie 140 największych spółek notowanych na Giełdzie Papierów Wartościowych w Warszawie, wchodzących w skład indeksów WIG20, mWIG40, sWIG80 (łącznie WIG140). Według nowych danych, udział kobiet we władzach tych spółek wzrósł o 1,1 pp. względem roku poprzedniego z 15,5% do 16,6%. Widzimy więc poprawę, ale tempo zmian jest wciąż zbyt powolne.

 

W badanych spółkach kobiety częściej można spotkać w radach nadzorczych (18,9%) niż w zarządach (13,1%). Wciąż rzadko zajmują one pozycję prezesek zarządu – było tak tylko w 3,6% przypadków (pięć spółek). Częściej, bo w 15,7% spółek kobiety stały na czele rady nadzorczej.

 

W MWIG40 ROŚNIE UDZIAŁ KOBIET WE WŁADZACH

 

Najlepiej, jeśli chodzi o różnorodność władz wypadają tzw. blue chipy, czyli spółki z WIG20, w których kobiety stanowiły 20,8% władz na koniec 2021 r. (lekko wyżej r/r). Z kolei w grupie najmniejszych badanych spółek, znajdujących się w indeksie sWIG80, różnorodność we władzach była wyraźnie mniejsza. Udział kobiet we władzach spółek z sWIG80 na koniec ub.r. był na poziomie 13,9%. Co więcej, wskaźnik ten pogorszył się rok do roku o 0,3 pp. 

 

Pozytywne zmiany zaszły w grupie średnich spółek. W przedsiębiorstwach z mWIG40 udział kobiet we władzach firm wzrósł o 4 pp i wyniósł na koniec 2021 r. 18,5%. Tym samym średnie spółki mocno zbliżyły się do tych największych. 

 

SEKTOR FINANSOWY NAJBLIŻSZEJ PROGU 30%

 

Podobnie jak rok wcześniej, na koniec 2021 r. najwyższy udział kobiet we władzach miały sektory finansowy oraz rolno-spożywczy – było to odpowiednio 23,6% oraz 19,4%. Warto zwrócić uwagę, że w sektorze finansowym udział kobiet we władzach zwiększył się aż o 3,4 pp w minionym roku. Gdyby takie tempo zmian się utrzymało, ten sektor w ciągu dwóch lat osiągnąłby poziom 30%, który jest newralgiczny według wielu badań, bo to próg, od którego głosy mniejszości zaczynają mieć znaczenie i  mają realny wpływ na podejmowane decyzje. Sektor ten jest blisko tego progu, jeśli chodzi o udział kobiet w radach nadzorczych – na koniec 2021 r. wyniósł on 28,3%. 

 

Trzeci pod względem udziału kobiet we władzach był sektor TMT – 17,1%, wzrost o 1,7 pp. Tym samym sektor TMT zastąpił na tej pozycji energetykę, gdzie udział kobiet we władzach spadł o 2,0 pp do 15,3%. 

 

JEDNA PIĄTA SPÓŁEK BEZ ŻADNEJ KOBIETY WE WŁADZACH 

 

Choć badania potwierdzają pozytywny wpływ różnorodności na procesy biznesowe, w wielu spółkach brakuje kobiet we władzach. Na koniec 2021 r. wśród 140 największych notowanych spółek aż w 28 (jednej piątej) z nich nie było ani jednej kobiety w zarządzie, ani radzie nadzorczej. 

 

Najgorzej sytuacja nadal wygląda w sWIG80, gdzie podobnie jak w 2020 r., w aż 20 spółkach nie było kobiet w zarządach i radach nadzorczych. Także sytuacja w mWIG40 nadal pozostawia wiele do życzenia – w 8 spółkach nie było kobiet we władzach firm z mWIG40 (choć jest progres w porównaniu do 13 na koniec 2020 r.). 

 

Z kolei wśród blue chipów, podobnie jak rok wcześniej, nie było spółek bez kobiet we władzach. 

 

18 SPÓŁEK Z PRZYNAJMNIEJ 30-PROC. WYNIKIEM

 

Pomimo ogólnie niskiego udziału kobiet we władzach spółek, w jednej na osiem badanych firm – czyli w 18 spółkach – osiągnięty lub przekroczony został poziom 30%. Te spółki pokazują, że osiąganie różnorodności płci we władzach jest możliwe. To spółki z różnych sektorów (m.in. finanse, TMT, detal, medyczny), o różnej wielkości (4 firmy z WIG20, 8 z sWIG40 oraz 6 z mWIG80) oraz o różnej strukturze akcjonariatu (zarówno z przewagą polskiego, jak i zagranicznego kapitału). 

 

Widzimy, że pozostaje jeszcze bardzo wiele do zrobienia, więc nie poddajemy się i zwiększamy nasze wysiłki.

 

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