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
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
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.
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
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.
“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.
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
Following the announcement by the government to make it mandatory for all public listed companies to appoint at least one woman into its board of directors. The 30% Club Malaysia held a poll (LinkedIn) on whether making the requirement mandatory can be detrimental or good for company.
The poll revealed that 34% of the voters felt that the requirements raise issues around tokenism while 31% felt that there is a need for a clear roadmap for Boards. About 27% felt that the board performance will improve while 8% cited other reasons.
Marina Yong commented that it’s interesting that diversity in terms of gender has to be enforced but because of the historicity, it is a necessary kick.
“Hopefully, this requirement will become archaic in the future when gender representation is no longer ‘skewed’ towards a male-centric system. How far into the future before this mandate is no longer required?”
“Will it be dependent on a percentage composition on every board or an average percentage across all boards that is based on the population gender ratio? Tricky question that will need to continue to be debated as time evolves. Next question would be ethnic diversity. Another interesting debate,”.
An interesting comment made by Michael Warren was when markers of race, gender, ethnicity, and religion become mandated criteria considered, boards and companies and shareholders are cheated. Nothing is more constraining than diversity understood strictly in terms of identity.
Hazlina Hashim felt although it was a great move but there must be clear guidelines. “We don’t want cases where the same names are recruited over and over again which is what is going on now. How can we prevent that from happening?”
Meanwhile Iqbal Abdul Rahim strongly agreed that there is need to develop more women leaders. Brandon Ong is hopeful that a more representative board will lead to a more representative company – diversity of thought is important in making business decisions and promoting good firm culture.
The feedback given by our LinkedIn followers were interesting and needs to be explored further. The poll is a good start.
Diverse and inclusive boards bring about better ideas, effective problem solving and, ultimately, greater chances of success. It is our hope that with this announcement by the government, it encourages the remaining companies to recognise the business value of a diverse boardroom, starting with gender diversity, and compel them to action.
The mandatory requirement is expected to be enforced from Sept 1, 2022 for big capital companies and June 1, 2023 other listed companies.
A total of 89 voters took part in this poll, which ran from 29th November 2021 until 6th December 2021. We would like to thank everyone who took part in this poll.
Aspiring women board candidates need to remember that they are also competing against each other when being considered for board seats.
Securing the Board
An aspiring candidate needs to stand out by positioning herself via networking and leveraging effectively on social media. The LinkedIn profile should reflect the gist of her board profile. The key here is “The Boards must have heard of you.”
“As a board member, you are expected to be able to contribute in a wide range of topics during board meetings. Therefore, acquiring broad knowledge beyond your specialised knowledge/skills is a necessity.”
The panelists, Johan Raslan and Tunku Alina Alias were sharing their thoughts at the recent panel session on Conversations with Mentors: Boardroom Realities: Are you ready? The moderators were Nikki Gee and, Tengku Marina Badlishah (who is also the host). The event was an initiative by Mentee Circle through its Board Mentoring Scheme.
If a situation arises – assuming the merits of two board candidates are the same – the differentiating factor in the choice of candidates may include chemistry and fit.
When you are in Board
As part of prep for your first board meeting, do get to know each board member and understand the board dynamics.
“Be courageous; speak-out and get your comments minuted; trust your guts! Choose your battles wisely!.” echoed the panelists.
Also, do keep yourselves updated with ESG. Do attend ESG-related webinars. Understand how companies do their business and make profit and understand how employees/workers are being treated.
The above are the views shared by the panelists at the recently concluded panel session earlier this month.
Congratulations to CnetG Asia on winning the UN Women Award in the Gender-Responsive Marketplace category at the 2021 Malaysia Women’s Empowerment Principles (WEPs) Awards virtual ceremony recently.
Its managing partner Raj Kumar Paramanathan said “When we empower women, we empower the society, minorities and marginalised communities. The journey is challenging not because of resistance, but lack of awareness, education and measurable data on benefits to the business.
“This award underscores the two decades of efforts and silent work we have been investing in diversity and inclusion, particularly gender diversity,” he said.
Raj Kumar is a member of the steering committee at 30% Club Malaysia, a business led campaign that promotes diversity on boards.
As a key strategic partner of the 30% Club Malaysia, CnetG Asia, an executive search and, people advisory firm, supports members with executive and board sourcing code and board profile writing masterclass for mentees of the Board Mentoring Scheme, which is one of the pillars of the 30% Club Malaysia.
“Our executive recruitment process is governed by our Diversity Statement which is a set of 5 principles that ensure an inclusive approach with gender lens to ensure a wider pool of talent are considered, eliminating unconscious bias and gender stereotyping in the decision making process. CnetG Asia engages and coaches women through the recruitment process to ensure they succeed in the career transition. We advocate these principles with our clients to support them in their diversity agenda,” he said.
United Nations Women Representative for Asia and the Pacific Sarah Knibbs, commended the efforts made in the country’s business community overall. “The surge in WEPs signatories in Malaysia over the past year is an impressive demonstration of commitment,” she said.
“The UN Women WEPs Activator Campaign with LeadWomen is helping companies translate this commitment into action empowering women across the value chain. We are proud to celebrate the first WEP Awards in Malaysia to make these efforts visible, showcase best practices, and inspire others to act and create a more gender-inclusive world.” she added.
The Gender-responsive Marketplace category recognised corporations for embracing a gender-lens throughout their value-chains from sourcing to disposal.
This includes championing supplier diversity, gender-inclusive distribution and selling, and gender-responsive marketing and advertising.
It also includes supporting women entrepreneurs through capacity development or market access opportunities, implementing progressive programmes and/or policies to incentive procurement from women-owned businesses or other gender-responsive companies.
The award was also given to companies with actions or programmes that promote gender equality and women’s empowerment in advertisements and other sales and marketing activities.
Every year, the world observes International Volunteer Day for Economic and Social Development on 5 December 2021 to recognise and promote the contributions of volunteers around the world.
With this in mind, we would like to thank all the volunteers at 30% Club Malaysia for their tireless effort in women empowerment.
With this in mind, we would like to thank all the volunteers at 30% Club Malaysia for their tireless effort in women empowerment.
The 30% Club Malaysia would like to congratulate the Cohort Five – a total of ten women- on successfully completing the nine-month mentoring journey to become board-ready.
The Cohort 5 are participants of the Board Mentoring Scheme, which aims to accelerate the appointment of more women into board positions as well as enhancing diversity and inclusion in public-listed companies.
Since the launch in 2017, more than 40 women has gone through the 9-month mentoring scheme and 27% are on boards of listed/non-listed companies. The 30% Club Malaysia would also like to welcome the on-boarding of the sixth cohort – a total of 20 participants – to start their nine-month mentoring journey.
A total of 53 distinguished members of the corporate community have also participated as mentors in the scheme. The mentors have volunteered their time to help our next generation of female directors to reach their potential.
“Our mission for the next 12 months will be to continue mobilising the collective Chairs and CEOs to achieve the 30% pivotal point among the top 100 PLCS while we start engaging with the next 100 PLCs and also the fast movers on Bursa Malaysia,” said Datin Ami Moris, Chair, 30% Club Malaysia.
“We will also create awareness amongst startups and LEAP market listed companies, so they can get started on the right foot by leveraging the “30% business case” to ensure they set the best foundation for future success,” she said.
Ami Moris was delivering her first opening address as the chair of 30% Club Malaysia at a panel session on Conversations with Mentors: Boardroom Realities: Are you ready? The panelists of the session were Johan Raslan and Tunku Alina Alias while the moderators were Nikki Gee and, Tengku Marina Badlishah (who is also the host). The event was an initiative by Mentee Circle through its Board Mentoring Scheme.
Ami shared three key messages – The 30% Club Malaysia is committed to broaden the pipeline of aspiring board-ready candidates, which in turn can support and supply to the Talent pipeline of women candidates.
“In September, we launched the 7th cohort of the Board Mentoring Scheme. Since 2017, a total of 68 mentees have completed the Board Mentoring Scheme, with 53 mentors supporting us. I am happy to note that to date 33% of the mentees from cohorts #1 to #6 have been placed on company boards,” she said.
She added that is to continue raising the awareness that it is not always the case that only a former CEO or CFO makes the best board member. Other domain experts, who may be women, in various specialisations such as risk, data science and sustainability are increasingly pivotal in navigating board room stewardship and strategic foresight,” she added.
This second message is the HOW will be a matter of bringing awareness and understanding of the 30% Business Case amongst listed companies and then providing a steady stream of the right talent.
With #ESG being a measurable benchmark across organisations, diversified, inclusive and strong scoring ESG companies are likely to be more attractive to today’s lenders, investors and consumers who have become more purpose-driven and sustainability-conscious.
The final message was there are 3 key data points that will continue to drive our agenda. Boards with at least one-third women representation correlates with 38% higher median ROE than boards with no women representation.
Companies that have directors from more than three different ethnic backgrounds show stronger correlation with higher valuations. Companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile.
Clearly, we have a packed agenda with much work to do.
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