Category: Community

Board Profile Writing Masterclass – What Our Mentees Say?

Posted on by 30club-Malaysia

Recently, the 30% Club Malaysia together with CnetG Asia and HSBC Bank Malaysia Berhad organised the Professional Board Profile Writing Masterclass Programme for mentees of 30% Club Malaysia Board Mentoring Scheme.


The programme which has been running for the past three years encompasses interactive discussions, live review of resume, writing workshop and networking lunch.


The participants found the half-day session WoW! as it focused on self-reflections and the power of owning one’s space. Following are reflections from mentees after the programme.


“This session has been valuable as it helps me to evaluate my strengths, weakness as well as what are the competences that I have for board position,” said Luanne Sieh.


“Now, I need to lock myself in the room and put my thoughts in broad profile,” she added with a smile.

For Rayvathi Rajendra she found the programme interesting and useful. 


The programme is tailored especially for women who aspire to be on board. The interactive and real-time review of the board profile writing during the workshop was an enlightening experience – we had to apply the tips that have been taught in the first session.


Emi Rice-Oxley wrote on her LinkedIn page that “humility is a virtue but sometimes it comes at the expense of underselling your expertise and achievements. This is true for everyone but especially women. The Masterclass helps distinguish overt, or maybe unconscious, bragging from real achievements,”


She added that “the collective experience of the amazing leaders from diverse industries enriches learning greatly. Regardless of the industry, we share many common concerns and uncertainties in navigating our professional journeys but the support and encouragement we gave each other go a long way to boosting our confidence and success,”


Having conversations, sharing thoughts and experiences from the participants have also helped the mentees to formulate their own thoughts and gave ideas on how to write their broad profile.


For example, how does one convert experiences into strength and competences? And writing them for board profile in a way that entices the board members? This programme helps to address this challenge.


The programme was conducted by Raj Kumar Paramanathan who is the Co-Lead of Activate Pillar of 30% Club Malaysia and Managing Partner of CnetG Asia, an executive search and leadership development firm.


Approximately 15 participants from the mentees of 30% Club Malaysia Board Mentoring Scheme attended the programme.


Nagroda DEI 30% Club Poland

Posted on by 30club-Poland

Nagroda DEI 30% Club Poland

30% Club Poland to kampania społeczna na rzecz zwiększenia różnorodności płci we władzach firm, angażująca prezesów i prezeski zarządów oraz osoby przewodniczące radom nadzorczym do działania i budowania inkluzywnej kultury korporacyjnej.

Dzięki uprzejmości 30% Club Ireland oraz dzięki pracom zespołu 30% Club Polska został stworzony Przewodnik DEI (diversity, equity and inclusion; różnorodność, równe szanse i włączenie). 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.

WYPEŁNIJ FORMULARZ

Nagroda DEI 30% Club Poland

O konkursie

O konkursie

Celem Konkursu DEI 30% Club Poland jest zebranie realizowanych inicjatyw DEI, które zostały wdrożone lub stale są wdrażane w organizacjach i mogą stanowić dla innych źródło pomysłów i inspiracji. 

Zgłoszenia konkursowe zostaną przeanalizowane i ocenione przez Kapitułę Konkursu, a następnie zostanie wybrany Laureat Nagrody DEI 30% Club Poland!

Najciekawsze projekty przedstawimy także w przewodniku DEI przygotowanym przez 30% Club Poland, aby mógł inspirować kolejne organizacje do zmian. 

Zachęcamy do podzielenia się z nami realizowanymi case studies – jeśli organizacja realizuje więcej niż jeden projekt, zachęcamy do opisania każdego z osobna.

Zachęcamy do wzięcia udziału w Konkursie DEI 30% Club Poland wypełniając formularz konkursowy do 30.06.2023 i podzielenia się z nami swoimi zrealizowanymi case studies oraz trwającymi projektami związanymi z inicjatywami DEI.

WYPEŁNIJ FORMULARZ
Regulamin konkursu

Skład kapituły

Aleksandra Gren

CO-Chair 30% Club

Krzysztof Nowakowski

Managing Director & Country Head Poland, Korn Ferry

Anna Potocka-Domin

Fundatorka i wiceprezeska Fundacji Kobiety Inspirują; pełnomocniczka Zarządu BCC ds. społecznych

Dominika Sadowska

Ekspertka z obszaru polityki i prawa antydyskryminacyjnego, inicjatorka i założycielka Divercity+

Dr hab. Katarzyna Śledziewska

Dyrektorka DELab UW, Profesor UW, Wydział Nauk Ekonomicznych Uniwersytetu Warszawskiego

Kamil Wyszkowski

Dyrektor Wykonawczy UN Global Compact Network Poland

Dla kogo konkurs

Konkurs skierowany jest do wszystkich podmiotów, niezależnie od wielkości i poziomu ich zaawansowania na drodze do różnorodności. Kandydatami mogą być spółki lub inne organizacje prowadzące działalność gospodarczą z siedzibą na terytorium RP.

Zgłaszane inicjatywy muszą być inicjatywami realizowanymi w polskich podmiotach (np. oddziałach spółek zagranicznych). Opisane działania DEI mogą być rozpoczęte i zakończone przed datą rozpoczęcia Konkursu lub muszą zostać rozpoczęte przed datą rozpoczęcia Konkursu i wciąż być realizowane.

Udział w Konkursie jest bezpłatny i otwarty dla wszystkich zainteresowanych podmiotów, które w ustalonym terminie poprawnie wypełnią formularz w formie elektronicznej.

WYPEŁNIJ FORMULARZ
Regulamin konkursu

Wypełnij formularz

Okres składania wniosków: 24 maja 2023 – 30 czerwca 2023 r.

WYPEŁNIJ FORMULARZ
Regulamin konkursu

Engaging Session with Velesto Energy 

Posted on by 30club-Malaysia

Recently Velesto Energy Berhad had an engaging session with the 30% Club Malaysia.

Its President, Megat Zariman Abdul Rahim, an advocate of the 30% Club Malaysia, strongly advocates for diversity, equity, and inclusion (DEI) and has actively contributed to a diverse range of 30% Club Malaysia initiatives.

“These endeavors highlight our unwavering commitment to promoting greater participation of women in senior positions within Corporate Malaysia and the oil and gas sector,” he said.

He added that this invaluable visit has further solidified its dedication to championing gender diversity and empowering women leaders. By collaborating closely with the 30% Club Malaysia and aligning its efforts, the company firmly believes that it can drive meaningful change and cultivate a more inclusive and diverse business environment.

Get Together Session with Mentees and Mentors

Posted on by 30club-Malaysia

Networking is one of the three ways board-ready candidates can gain visibility in the Board mentoring journey.

With this in mind, the 30% Club Malaysia Board Mentoring Manager Norlela Baharudin recently organised an afternoon tea in Kuala Lumpur. The event saw the participation of some ten mentees – sharing and learning from our invited guest mentors of the Board Mentoring Scheme.

Reza Ghazali and Christina Foo were the guest mentors that were sharing some of the key competencies essential for boards namely strategic decision making, analytical skills and business acumen.

The mentors reminded the candidates to take a careful look at the industry and companies that they are interested to serve on boards before deciding on taking an appointment.

While sharing their experiences and learning from the guests, the mentees had the opportunity to meet fellow mentees and, some for the first time.

Oh yes! If you are wondering what is the other two ways to broaden ones reach and opportunities for board roles, they are:

– To learn from the experienced board members and
– To increase one’s visibility through platforms available on social
  media.

How to Address the Underrepresentation of Women in Leadership

Posted on by 30club-Canada

While progress has been made, women continue to face stereotypes, discrimination and bias at work that contribute to gaps in employment, wages and leadership positions

 

Experts on equity, diversity and inclusion (EDI) in the workplace highlighted the barriers and opportunities facing women in the workplace for governance professionals across the country during a webinar hosted by the Diversity Institute (DI) and the Governance Professionals of Canada on Mar. 7, 2023 in celebration of International Women’s Day.

 

“Every International Women’s Day we have an opportunity to reflect on how far we’ve come and how far we have left to go,” said Wendy Cukier, founder and academic director of the Diversity Institute (DI), who led with a recap of DI research. While the wage gap is narrowing, women earn, on average, 87% of what men earn, Cukier said. That gap increases for racialized women (67%), Indigenous women (65%) and women with disabilities (54%).

 

Research conducted by DI shows that women remain underrepresented in board positions and in senior leadership—particularly in the corporate sector. The underrepresentation is even greater for racialized women. In the GTA, where one-half of the population is racialized, Cukier said white women outnumber racialized women 12:1 on corporate boards.

 

Cukier emphasized the importance of closing these gaps as a way to address some of the other barriers facing women at work, including gender-based discrimination, stereotyping and microaggressions.

 

‘When we think about boards, when we think about leadership, it signals who belongs,” Cukier said. “It shapes aspirations as well as stereotypes.”

 

Organizations can play a significant role in advancing a more diverse and inclusive workforce while breaking down the barriers facing women at work, Cukier said. One way to do that is by joining the 50 – 30 Challenge, external link and striving towards gender parity (50% women and non-binary people) and increased diversity (30% other equity-deserving groups) on boards and/or in senior leadership roles. As an ecosystem partner in the 50 – 30 Challenge, DI has developed a host of tools and resources to help organizations along their EDI journey, including The Micropedia of Microaggressions, external link (external link)  and the What Works Toolkit, external link.

 

“We really need to recognize that organizations are part of an ecosystem. They are affected by societal forces but they could also change them,” Cukier said.

 

Jennifer Laidlaw, country head of the 30% Club Canada, led panelists in a discussion that delved further into the barriers facing women at work and strategies to address them. The discussion included Julie Cafley, executive director of Catalyst Canada; Rumeet Billan, CEO and owner of Women of Influence+; and Nadine Spencer, CEO of BrandEQ and the Black Business and Professional Association. Cukier outlined the status of women in the workplace and how organizations can address the underrepresentation of women—particularly those from other equity-deserving groups—in leadership.

 

“Good intentions are no longer enough.” – Julie Cafley, Executive Director of Catalyst Canada

 

As part of her work with Catalyst, Cafley has seen organizations placing EDI efforts at the center of their strategy. Yet research shows that 51% of racialized women have experienced racism at work, Cafley said. That number increases for women with darker skin tones, she added.

 

“If you want to see change, good intentions are no longer enough. You really need to drive change at a strategic level with metrics,” Cafley said. 

 

Women who succeed in the workforce in spite of the barriers can still be attacked, resented, criticized or cut down for their achievements, Billan said. This is what her research defines as Tall Poppy Syndrome.

 

A worldwide study found nearly 87% of respondents experienced Tall Poppy Syndrome at work, Billan said. This has a considerable impact on how women show up at work and how they celebrate their successes, Billan said. It also affects the bottom line, with 75% of respondents agreeing that being “tall poppied” had an impact on their productivity at work.

 

Spencer underlined the need to understand how barriers and challenges can grow and compound for women of multiple marginalized identities.

 

“An intersectional lens is so important because it recognizes that individuals experience multiple forms of discrimination or disadvantage based on their intersecting identities—such as race, gender or economic status,” Spencer said.

 

Billan pointed out that while a particular board might be diverse, it might not be equitable or inclusive. “Yes, we want to invite everyone to the table but the question is, ‘What happens when they get there?’”

 

For Spencer, ongoing training and learning is key. We all have biases that perpetuate stereotypes and barriers facing women and other equity-deserving groups at work, Cafley said, so it is important to consistently try to identify and address them. 

 

Panelists also agreed that women can benefit from sponsors who can vouch for them, celebrate their accomplishments and usher them into new networks.

„Thought Leadership” wydarzenie ACCA Poland i 30% Club Poland

Posted on by 30club-Poland

16 marca 2023 roku jako 30% Club Poland mieliśmy wielką przyjemność współtworzyć wydarzenie „Thought Leadership” wraz z ACCA Polska, których celem było przedstawianie inspirujących liderów i liderek członkom i członkiniom ACCA Polska.

ACCA Polska jest instytucją wspierającą 30% Club Poland od startu kampanii w czerwcu 2021 roku. Członkinie ACCA Polska brały również udział w badaniu 30% Club Poland i UN Global Compact Network Poland „Niech nas usłyszą! Głos kobiet w korporacjach”, za co podczas wydarzenia serdecznie podziękowała im Agnieszka Jarosz, Dyrektor Zarządzająca ACCA Polska, Ukraina i kraje bałtyckie, która zainaugurowała wydarzenie.

 

Wydarzenie było również okazją do przedstawienia członkom i członkiniom ACCA Polska wyników raportu „Niech nas usłyszą! Głos kobiet w korporacjach” przez Milenę Olszewską-Miszuris, Co-Chair 30% Club Poland, która współtworzyła raport wraz z Aleksandrą Włodarczyk, Koordynatorką Kampanii oraz dr Anną Golec, Ambasadorką 30% Club Poland.

Kluczowym elementem spotkania była rozmowa Joanny Zakrzewskiej, szefowej Rady ACCA Polska z Dominiką Bettman, członkinią 30% Club Poland i Dyrektorką Generalną Microsoft Poland, znaną specjalistka ds. nowych technologii, autorką książki “Technologiczne Magnolie”, która:
 – podzieliła się swoją wiedzą dotyczącą transformacji cyfrowej,
 – opowiedziała jakie kompetencji będą istotne w przyszłości,
 – przedstawiła swoje spostrzeżenia na temat włączającego przywództwa.

Dodatkowo, każda osoba uczestnicząca w wydarzeniu stacjonarnie otrzymała książkę Prelegentki wraz z dedykacją. 

 

Wydarzenie odbyło się w formie hybrydowej. Część stacjonarna miała miejsce w WP Klubie w WP.PL, która od początku wspiera kampanię 30% Club Poland. Dodatkowo, wydarzenie było transmitowane na żywo i można je obejrzeć po rejestracji pod linkiem: https://event.on24.com/wcc/r/4119626/2F06FA835AED8A289DAD419BC38D47F6

 

Bardzo dziękujemy Damianowi Dembowczyk z ACCA Polska oraz Małgorzacie Żelazko, Iwecie Opolskiej i Renacie Neidrowskiej z 30% Club Poland za organizację tego inspirującego spotkania jak również wszystkim uczestnikom za wysoką frekwencję.

Embrace Equity: Deepening DEI Conversation #5

Posted on by 30club-Malaysia

Recently the 30% Club Malaysia celebrated the International Women’s Day by organising a panel discussion on Diversity, Equity & Inclusion (DEI) Conversation #5: Embrace Equity with speakers from Dutch Lady Milk Industries, Malaysian CSO-SDG Alliance, Khazanah Nasional, and Maybank Investment Banking Group. 

Here is the recording of Session 1 about the E in Equity with Dr. Kishore Ravuri Jia Yaw Kiu, moderated by Ami Moris and host Farah Jaafar.

Here is the recording of Session 2 of our DEI Conversation with Amirul Feisal Wan Zahir Hasnita Hashim moderated by Raj Kumar Paramanathan, and hosted by Farah Jaafar, on Khazanah Nasional Berhad’s DEI ambitions, and the leadership journey of Dr Hasnita, a nuclear physics PhD graduate from Oxford, and Chair of Maybank Investment Banking Group, on breaking the glass ceiling.

Mentees and Mentors Get Together for Tea

Posted on by 30club-Malaysia

Recently the 30% Club Malaysia Board Mentoring organised a tea get-together with the mentees and mentors in Kuala Lumpur.

At the session the mentors – Renzo Viegas and Alan Hamzah Sendut shared their experiences and journey as board members in their respective companies. It was also a good platform for the eleven mentees to network, exchange information and share their know-hows and experiences between them.

Also present at the event was Dato’ Ami Moris, the chair of 30% Club Malaysia.  
At the event, the key-takeaways’ that were shared were board-ready candidates with domain knowledge tend to have more focused skills than those with more general knowledge, board-ready candidates need to share their point of views and need not worry about speaking-up at the board. To have a well-functioning Board that works together, chemistry amongst the board members is critical.

The other pointers that were shared in the session were:
–       Do your due intelligence
–       Do your “homework” to understand matters 

         related to management rather than drilling down 

         on details at the board meetings
–       Do know the differences between Executive and 

         Board roles
–       Do update your CVs
–       Do work with channels that increases your 

         visibility such as Institute of Corporate Directors 

         Malaysia (ICDM)

–       Do build your network

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.

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. 

Join Us Image

Join us

Find out more

© 2024 The 30% Club

‘30% Club’ and the device mark are registered internationally as trade marks by
the 30% Club. No use may be made of such marks without the express prior written permission of the 30% Club.
All rights reserved.