Event Archives - 30% Club

Celebrating 15 Years of Progress on the Path to Parity

Posted on June 2, 2025June 2, 2025 by Admin

Earlier this month, we marked a powerful milestone in our journey – 15 years since the 30% Club first launched in the UK. What began as a bold challenge to the status quo has become a global movement, transforming boardrooms and reshaping the leadership landscape.

Hosted at the iconic Claridge’s Hotel in London, our anniversary celebration brought together long-time allies, founding members, and future changemakers. It was a night to recognise just how far we’ve come – and to recommit to the work still ahead.

When the 30% Club launched in 2010, women held just 12.5% of seats on FTSE 100 boards. Today, that figure stands at an impressive 44.7%. That shift didn’t happen by accident. It’s the result of sustained, collective action – and a community of leaders, both men and women, who understand that diversity at the top isn’t a “nice to have” but a business imperative.

During the evening our UK Chair Pavita Cooper gave a powerful speech reflecting on Club’s origins and how far we have come. We also heard from Rupal Kantaria, UK Vice Chair, who laid out our vision for the future – including a focused effort on building a stronger female CEO pipeline.

We were also delighted to show a special video address from Rt Hon Rachel Reeves, UK Chancellor of the Exchequer, who highlighted the economic and societal impact of more inclusive leadership. Speeches were closed by our sponsor Malik Karim, CEO of Fenchurch Advisory Partners, who made the evening possible, and whose continued support for gender parity in leadership exemplifies true allyship.

We are proud of the 21 international chapters, 1,800 member organisations, 31 scholarships for young women, and the world’s largest cross-company mentoring programme – all of which have grown from this shared commitment to progress.

As Pavita noted on the night: “We owe a debt of gratitude to those who stuck their necks out early, and to everyone who’s kept pushing forward on the #PathToParity.”

Thank you to everyone who has walked this journey with us. Here’s to continuing to break down barriers and building a future where every woman has the opportunity to lead.

15 Years of Impact: The 30% Club’s Journey

Posted on June 2, 2025June 2, 2025 by Admin

From 12.5% to 44.7% – How a Bold Idea Sparked a Global Movement

When the 30% Club launched in 2010, just 12.5% of FTSE 100 board seats were held by women. That stark imbalance sparked the formation of a movement that set out to change the face of leadership, not just in the UK, but around the world.

Our new timeline marks the key milestones and turning points over the past 15 years, offering a visual reminder of what sustained advocacy, collaboration and courage can achieve. Click here to view the PDF in detail.

The Early Days (2010–2012)

The concept for the 30% Club was born in early 2010 when there were just 12.5% of women on FTSE 100 boards. Founding Chair Helena Morrissey brought together high-profile Chairs and CEOs who were willing to challenge the status quo, and a dedicated group of women to make up the first 30% Club SteerCo.

By 2012, the number of Chairs signing up to the 30% Club had grown to 50 – proving change was not only necessary, but possible.

Momentum Builds (2013–2016)

The 30% Club went global, with the 30% Club Hong Kong chapter launch. The club also turned its vision towards the pipeline and executive education with the launch of our first scholarship programme, in partnership with Henley Business School and the FT.

The UK saw a significant rise in women on boards during this time period, supported by initiatives like the “Cracking the Code” report and further international expansion into the US, Southern Africa, Ireland, Japan, Australia, Turkey, Canada, Ecuador and Malaysia.

By 2015, the percentage of women on UK boards had risen to 23.5%.

Making progress (2017–2020)

Research reports, mentoring initiatives, more scholarship programmes and CEO campaigns drove deeper change. The percentage of women on UK FTSE 100 boards rose to 36.2%

Accelerating Impact (2021–2024)

The Club hit a landmark moment – there were no all-male boards left in the FTSE 100. During these years, new campaigns, data releases and Chair-led working groups focused on building the pipeline of future leaders.

By the end of 2024, women made up 44.7% of FTSE 100 board roles, and the conversation has now shifted to how we can improve the number of women in executive leadership positions – to date only 9% of FTSE 100 companies have a woman in the CEO position.

2025 and Beyond: The Work Continues

Our focus in the UK now extends to the executive pipeline – ensuring women are not only present, but poised to lead at every level. As we head towards our 16th year, we’re doubling down on our mission to make inclusive leadership the norm, not the exception.

View our celebration video here.

„Women Go Boards” na Perspektywy Women in Tech

Posted on June 2, 2025June 6, 2025 by 30club-Poland

Za nami wydarzenie „Women Go Boards” podczas pierwszego dnia Perspektywy Women in Tech, które zgodnie z tegorocznym hasłem pokazało siłę współpracy kilku instytucji:

Wydarzenie rozpoczęły:

Katarzyna Piasecki, ambasadorka 30% Club Poland, przedsiębiorczyni & inwestorka, założycielka ENNBOW i dyrektor zarządzająca @European Women In VC,
Małgorzata Żelazko, Dyrektor IR i FP&A w Grupa Wirtualna Polska, firmie członkowskiej 30% Club Poland, członkini Komitetu Sterującego 30% Club Poland,
Ewa Kubín, Country Lead European Women on Boards,

przedstawiając poszczególne instytucje.

Następnie w panelu dyskusyjnym prowadzonym Milenę Olszewską-Miszuris, Co-Chair 30% Club Poland:

Dr Patricia Gestoso – znawczyni technologii, doradczyni, Country Lead EWOB UK
Klaudia Gorczyca – przedsiębiorczyni i doradczyni władz spółek
Aniela Hejnowska – niezależna członkini rady nadzorczej Benefit Systems
Robert T. Nowakowski – kierujący biurem Spencer Stuart w Polsce
Przemysław Aleksander Schmidt – niezależny członek rad nadzorczych, Stowarzyszenie Niezależnych Członków Rad Nadzorczych
Olga Surugiu – CEO Orange Moldova

podzielili się swoimi doświadczeniami, wskazówkami i przemyśleniami jak prowadzić swoją karierę, aby dojść do pozycji CEO czyli Prezesa/ Prezeski Zarządu. Bardzo dziękujemy za szczerze i mądre wypowiedzi, po których oklaskom nie było końca.

Następnie Ewa Kubin poprowadziła z Milena Olszewska-Miszuris autorskie case study, podczas którego uczestnicy i uczestniczki mierzyli się z wyborem Prezesa/ Prezeski zarządu. Decyzja nie była łatwa, dyskusje ekscytujące a rozwiązania odmienne. W podjęciu tych decyzji, oprócz panelistów i panelistek pomagali mentorzy i mentorki ze Stowarzyszenia Niezależnych Członków Rad Nadzorczych: Małgorzata Awdziejczyk, Katarzyna Kosel, Ewa Drozd oraz Mirosław Janik.

Ogromnie dziękujemy wszystkim zaangażowanym w wydarzeniu. Cieszymy się, że wzbudziło ono tyle pozytywnych emocji i przemyśleń.

Do zobaczenia za rok!

Boardroom Insights: What Corporate Directors Really Look For – In Partnership with ICDM

Posted on May 29, 2025June 13, 2025 by 30club-Malaysia

The 30% Club, in collaboration with ICDM, recently hosted an engaging Board Interview Dialogue: What Boards Are Really Looking For. Moderated by Dr. Sumitra Nair, the panel featured seasoned board members: Tunku Alina Alias, Rowina Ghazali Seth, and Grace Yap Mei Wan. The session welcomed 77 board-ready leaders and simulated real-world interview scenarios, offering invaluable insights straight from the boardroom.

Progress and Persistent Perceptions
Today, women occupy 33% of board seats in top companies and 27.6% across others -clear signs of progress. Yet, 53% of current board members still perceive a shortage of qualified female candidates, underscoring the ongoing gap between opportunity and perception.

Navigating a Challenging Landscape
Securing a board seat remains a competitive journey. In 2024, only 64% of independent director appointments went to newcomers – a slight dip from 67% the previous year – with established networks continuing to dominate recruitment.

While connections and experience matter, they aren’t sufficient on their own. As Rowina highlighted, “You must articulate your value proposition clearly.” Board interviews test your ability to think strategically – not simply recount past experiences.

From Executive to Strategic Director
Grace Yap shared her own transition story, emphasizing that moving from an operational executive mindset to that of a strategic director is crucial. “Asking insightful questions about a company’s future demonstrates board-level thinking far better than listing past achievements,” she advised.

Building Substantive Value
Dr. Tunku Alina reinforced that skills must lead, with gender fairly considered when candidates are equally qualified. “Women shouldn’t be tokens – we must bring substantive value that enriches board discussions,” she asserted, echoing the movement toward genuine 30% representation.

Final Mile Insights
The final step into the boardroom is often the hardest – not due to a lack of qualifications, but because the interview conversation doesn’t always reflect the leadership behind the résumé. A standout CV opens doors, but clarity, composure, and the ability to engage as a peer ultimately secure the seat.

Key Takeaways for Aspiring Board Members
• Understand the Shift: Board service requires

different skills than executive roles.

• Prepare and Persist: Every interview is a two-way

assessment of mutual fit.

• Think T-Shaped: Develop deep expertise alongside

broad strategic awareness.

• Stay Informed: Read widely -publications like The

Economist, Financial Times, and The Edge are

essential.

• Interview Smartly: Focus on recent career

highlights (5-10 years) and avoid operational details.

• Network Strategically: Leverage platforms such as

ICDM and the 30% Club for mentorship and access.

„Narzedziownik DEIB – dobre praktyki na drodze do DEIB”

Posted on May 21, 2025May 23, 2025 by 30club-Poland

„W Narzędziowniku DEIB każdy znajdzie coś dla siebie. Pomoże on zarówno firmom na początku drogi do DEIB jak i tym przygotowującym polityki równowagi płci” – to tylko wybrane pochwały do najnowszej publikacji 30% Club Poland, które wybrzmiewały podczas wydarzenia stacjonarnego 21 maja 2025 roku.

Bardzo się cieszymy, że wraz z Standard Chartered Polska, naszą firmą członkowską, jak i Divercity +, naszą organizacją wspierającą, mogliśmy wspólnie się spotkać podczas wydarzenia „Narzedziownik DEIB – dobre praktyki na drodze do DEIB” w siedzibie Banku.

Podczas wydarzenia Milena Olszewska-Miszuris, Co-Chair 30% Club Poland przedstawiła cel Klubu oraz kluczowe liczby dotyczące udziału kobiet we władzach 140 największych spółek giełdowych.

Następnie Justyna Przybył, Ambasadorka 30% Club Poland, autorka Narzędziownika DEIB, przedstawiła jego kluczowe założenia, w szczególności ustrukturyzowane podejście do tworzenia polityk DEIB, obejmujące 4 fazy:

Przygotowanie do wdrożenia polityk DEIB w spółce
Opracowanie polityk DEIB
Realizacja polityk DEIB
Rozwój kultury organizacyjnej opartej na zasadach DEIB

Trzecim elementem wydarzenia był pasjonujący panel dyskusyjny poświęcony działaniom na rzecz DEIB, który prowadziła Aleksandra Karasińska, dyrektorka Fundacji RASP, dziennikarka i autorka książki.

Swoimi przemyśleniami i doświadczeniami w panelu dzieli się:

Anna Urbańska, CEO Standard Chartered Polska
Dominika Sadowska, członkini Zarządu Divercity +
Michał Knapik, Group DEI Lead Kruk S.A.

Oczywiście po części oficjalnej nie zabrakło networkingu przy przepysznym cateringu.

Jak stwierdziła prowadząca panel – przeczytajcie Narzędziownik DEIB i podajcie dalej! Przypominamy, że Narzędziownik DEIB jest bezpłatnie dostępny na stronie internetowej 30% Club Poland. Zachęcamy do zapoznania się z nim i podzielenia przemyśleniami.

Majowy CEO Breakfast

Posted on May 8, 2025May 14, 2025 by 30club-Poland

Kolejne CEO Breakfast zainicjowane przez 30% Club Poland za nami, a tym razem gospodarzami spotkania byli Daniel Flis, członek 30% Club, wraz Bożena Josypenko oraz Anna Olszówka w siedzibie IQVIA Poland. Dziękujemy!

Tematem przewodnim była relacja pracodawca-pracownik, a także rola praktyk DEI w budowaniu silnych organizacji, które stawiają na różnorodność . Dyskusja dotyczyła również budowania kultury zaufania w firmach – fundamentu, który nie tylko umożliwia rozwój, ale sprawia, że codzienna praca staje się bardziej efektywna i pełna zaangażowania!

Było to spotkanie, które rozbudziło naszą wyobraźnię, dało mnóstwo świeżych pomysłów i zainspirowało do dalszej pracy na rzecz świadomego przywództwa! Dziękujemy wszystkim uczestnikom!

30% Club Malaysia Marks 10th Anniversary with Launch of Men Allies for Parity Movement

Posted on May 8, 2025June 13, 2025 by 30club-Malaysia

The 30% Club Malaysia has taken a decisive step toward advancing gender diversity with the launch of its “Men Allies for Parity” initiative.

This movement is designed to actively engage male leaders in boardrooms, C-suites, and policymaking roles, transforming them from supporters into advocates of systemic change for women’s representation in leadership.

“Our focus is on action. Male allies are making a clear pledge to support and promote women’s representation in top decision-making roles, including boardrooms and senior management,” said Nurul A’in Abdul Latif, Chair of the 30% Club Malaysia and Executive Chair of PwC Malaysia.

Data from the Securities Commission Malaysia (as of April 1, 2025) reveals that women now hold 33.1% of board seats in Malaysia’s top 100 public-listed companies (PLCs) – a substantial increase from 14% in 2015. Across all PLCs, women comprise 28% of board members, reflecting steady progress.

A Collective Commitment to Gender Parity
The Men Allies for Parity initiative aims to drive meaningful change by fostering shared responsibility among male leaders.

The initiative is not merely about advocacy – it is about taking concrete steps. Male allies commit to:

– Advocating for emerging women leaders in
senior roles.
– Ensuring gender diversity in executive and
board recruitment.
– Setting clear targets to elevate women’s
representation in leadership.
– Maintaining transparency in reporting gender
composition and progress.

This pledge is more than a symbolic gesture.

A light-touch monitoring framework will ensure accountability, tracking progress through case studies and success stories that can inspire other organisations to follow suit.

Celebrating a Decade of Progress
The launch of Men Allies for Parity coincided with the 30% Club Malaysia’s 10th Anniversary celebration in Kuala Lumpur.

The event was a moment of reflection, celebrating a decade of efforts to promote gender balance and inclusion at the highest levels of leadership.

“Balanced leadership is a strategic advantage. It is not about tokenism – it is about ensuring that the best talent, regardless of gender, has the opportunity to excel,” Nurul added.

The 30% Club Malaysia remains committed to its vision of a future where gender parity is not just an aspiration, but a reality—one where leadership is defined by diversity, inclusion, and shared success.

Advancing Leadership Readiness in Tech – 30% Club at AWS Malaysia Women in Tech 2025

Posted on April 26, 2025June 13, 2025 by 30club-Malaysia

On 26 April 2025, the 30% Club Malaysia proudly partnered with AWS Malaysia and LeadWomen to present an impactful session at the AWS Women in Tech 2025 event, a groundbreaking initiative designed to empower women navigating the fast-evolving technology sector.

The day commenced with an engaging, interactive session titled “Power Moves: LeadHERship in Action.” Marzida Mohd Noor, representing the 30% Club, brought her insights to a dynamic panel discussion focused on real-time leadership challenges, utilizing scenario-based learning.

Her contributions emphasized the importance of making decisive decisions and staying grounded under pressure, offering participants practical strategies for leadership readiness.

The session underscored the evolving expectations of tech leaders and the critical need for confident decision-making in complex situations.

Following this, the 30% Club and LeadWomen co-hosted an empowering workshop, “Resume Power-Up: Beat the Bots & Get Hired!” Led by Jacinta Thein and Liza Liew, the session provided over 100 participants with actionable techniques to craft ATS-friendly resumes, navigate career transitions, re-enter the workforce, and showcase transferable skills effectively.

Attendees were fully engaged, actively reshaping their professional narratives with newfound clarity and purpose.

The high energy in the room reflected more than an interest in resume tactics – it highlighted a strong collective drive among women in tech to take charge of their career journeys with the right tools, language, and mindset.

This full-day event welcomed over 120 attendees, including male allies and 10 enthusiastic AWS staff volunteers, creating an inspiring atmosphere of knowledge-sharing, community support, and personal growth.

We extend our heartfelt gratitude to the AWS Malaysia organizing team, particularly Woan Chyi Ko, for their flawless execution and collaborative spirit, which made this event a resounding success.

The 30% Club remains steadfast in its commitment to advancing women’s leadership at all levels. Events like this demonstrate the transformative impact that arises when industry leaders and changemakers unite to empower women in achieving meaningful career progression.

30% Club UK marks their 15th anniversary at the London Stock Exchange Market Open

Posted on March 26, 2025March 27, 2025 by Admin

On 25th March 2025, the 30% Club UK marked its 15-year anniversary with a special Market Open ceremony at the London Stock Exchange Group – an occasion to reflect on the progress made in gender diversity in corporate leadership, and to renew our commitment to accelerating change.

When the 30% Club launched in 2010, women held just 12.5% of FTSE 100 board seats. Today, that figure stands at 44.7% – a milestone that demonstrates the power of collective action and sustained advocacy. This shift has not happened by accident; it is the result of a relentless, coordinated effort by businesses, investors and policymakers to challenge outdated norms and drive real, structural change.

While there is much to celebrate, there is also much more to do. Women still make up just 9% of FTSE 100 CEOs and as Pavita Cooper, Chair of the UK 30% Club pointed out at the event “The pace of change at the CEO level remains glacial.”

A Business Imperative, Not Just a Moral One

The Market Open brought together influential leaders committed to building more inclusive leadership teams. Pavita Cooper was joined by Adam Crozier, Chair of BT, who reflected on the progress made and the challenges that remain. Don Robert, Chair of LSEG, closed the speeches with a powerful call to action – reminding us that gender balance in leadership is not just the right thing to do, but a business imperative.

Building on 15 Years of Momentum

The 30% Club’s journey over the past 15 years has demonstrated that change is possible – but only when organisations actively commit to it. Board representation targets, transparent reporting and leadership development programmes have all played a role in shifting the dial. However, closing the gender gap at the CEO level and within executive teams will require even more intentional action.

This includes:

Strengthening the pipeline: Ensuring more women move into profit and loss (P&L) roles, which are often stepping stones to CEO positions.

Challenging outdated succession planning: Encouraging boards to look beyond traditional networks when selecting future leaders.

Holding organisations accountable: Continuing to measure and report on gender diversity progress, not just at board level but across senior leadership teams.

With global challenges reshaping the business landscape, now is the time to double down on inclusive leadership.

We are immensely grateful to the London Stock Exchange Group for hosting this event and to all our members, partners, and supporters who continue to champion this cause. The last 15 years have shown what’s possible. Now, we must accelerate progress and ensure the next generation of leaders operate in a business world that values talent above all else.

Diversity in Debate: Challenging Perspectives on Board Composition

Posted on March 25, 2025June 13, 2025 by 30club-Malaysia

On 25 March, the 30% Club Malaysia and PwC Malaysia hosted a landmark event in conjunction with International Women’s Day 2025 that cut to the heart of corporate governance transformation.

As part of PwC Malaysia’s Board Agenda Series and supported by Securities Commission Malaysia, the Diversity in Debate event challenged leaders to rethink board composition fundamentally.

Chair of 30% Club Malaysia and Executive Chair of PwC Malaysia Nurul A’in Abdul Latif’s opening address set a compelling tone, drawing from the Corporate Directors Survey 2024 to illuminate the critical state of board diversity.

Her key message was unequivocal: the corporate governance landscape is undergoing unprecedented change, with board composition now a strategic lever for organisational success.

Traditional recruitment practices have created a systemic barrier to diverse talent, trapping potential board members in a catch-22: candidates are overlooked due to lack of board experience, yet cannot gain that experience without opportunity.

While regulatory compliance has given Malaysia a leg up getting more women on boards; true diversity demands a cultural shift that goes beyond tokenism.

The event’s centrepiece was a razor-sharp debate on the motion: The responsibility to improve gender diversity on boards lies with regulators and not companies.

Led by Rejina Rahim, Founder of Wahine Capital and 30% Club Steering Committee member, the debate assembled top-tier corporate minds:

– Freda Liu, Board Member, Exsim Hospitality

Berhad

– Raymond Tang, Industry Expert on Regulatory

Committees

– Julian M Hashim, Chief Regulatory Officer, Bursa

Malaysia Berhad

– Anne Abraham, Founder & Chairperson,

LeadWomen

The dialogue illuminated Malaysia’s progressive position in Diversity, Equity, and Inclusion (DEI), particularly in sectors like Financial Services and Healthcare.

The conversation transcended gender, exploring diversity through the lenses of age, technological expertise, professional backgrounds, and racial representation.

The ultimate takeaway was clear: board diversity is not a compliance checkbox, but a strategic imperative that demands collaboration, innovation, and a genuine commitment to recognising talent in all its forms.

Category: Event