Matheson sponsors 30% Club Ireland role

30% Ireland leadership plus sponsor

The 30% Club Ireland has announced that leading Irish law firm Matheson will provide funding for activities, through its support of the 30% Club Country Executive Role, for the next 12 months.

The Irish chapter of the 30% Club works to support the achievement of a minimum of 30% gender balance at all senior decision-making tables across Ireland, including boards and C-suite.

 Since its inception 10 years ago, the percentage of women on boards in Ireland has increased from 12%, to 39% for the ISEQ 20 and to 28% for other listed companies – with more work to be done for private companies, and even greater focus needed for improved balance at C-suite.  

Read the full press release here

Picture caption – L to R: 30% Club Ireland Country Executive Gillian Harford, Matheson Managing Partner, Michael Jackson and Northern Trust Ireland Country Head/30% Club Ireland Chair, Meliosa O’Caoimh

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

30%Club Brazil Award 2023


Premiação contemplou 17 empresas como exemplo de governança e equidade.



O 30% Club Brazil realizou a cerimônia de premiação da primeira edição do “30% Club Brazil Award 2023”. 

Na sede da PwC Brasil, em São Paulo, recebemos as 17 companhias premiadas, que fazem parte do IBrX100, foco do 30% Club globalmente, e que têm 30% ou mais de mais conselheiras no Conselho de Administração.

O levantamento, denominado “Boardwomen IBrX100 Index”, é realizado pela PwC. Em 2023, constatou-se a presença de 20% de conselheiras, em média, nas companhias do IBrX100.
Parabenizamos as companhias premiadas, esperando tê-las em 2024 também! São elas: B3, Banco do Brasil, BRF, Cogna Educação, Grupo Carrefour Brasil, Hypera, Magazine Luiza, M. Dias Branco, Natura, Porto, Rumo, Santander Brasil, Suzano, TIM Brasil, TOTVS, Vivara e Vivo (Telefônica Brasil).


O evento, conduzido pela presidente do Conselho de Administração do 30% Club Brazil, Anna Guimarães, MSc, MBA, CCA, contou com a liderança das companhias premiadas, além da participação do IBGC – Instituto Brasileiro de Governança Corporativa, B3, CVM, ANBIMA, IBRI – Instituto Brasileiro de Relações com Investidores, Ibracon Nacional, APIMEC Brasil, Amec, Abrasca e Abrapp – Associação Brasileira das Entidades Fechadas de Previdência Complementar, a quem agradecemos o apoio.


O 30% Club é uma organização global, presente em 18 países – voltada aos países do G20, que incentiva e contribui para que a paridade de gênero seja uma realidade não só nos Conselhos de Administração, mas também, nos cargos C-level das companhias. O Brasil foi convidado a integrar o clube em 2018.

Em iniciativa pioneira, o 30% Club Brazil, estabelece em 2023 o “30% Club Brazil Award”, e recomenda que seja adotado em nível global.

Nossos agradecimentos a todos que tornaram o evento possível, team do 30% Club Brazil, Marco Castro, Maria José De Mula Cury e equipe PwC, que seguem conosco também em 2024, na jornada pelo crescimento da paridade de gênero nos Conselhos de Administração.


Path to Parity! 

30% Club Malaysia Celebrates a Milestone for Gender Diversity in Corporate Malaysia

      • – Achieved 30% women board representation on aggregate for top 100 PLCs

      • – Aims to achieve gender parity in boardrooms of all PLCs by 2030

      • – Appoints new strategic pillar leads and creative agency to support ambition


    Kuala Lumpur, 13 July 2023 – A significant milestone has been achieved in
    Corporate Malaysia with women holding 30.6% of board seats of the top 100 public
    listed companies (PLCs) and close to 25% of seats of all PLCs on Bursa Malaysia,
    based on data provided by the Securities Commission.



    The achievement, proclaimed as a first step for meaningful gender diversity on
    Malaysia’s boards, was achieved on 1 June 2023, six months ahead of the 30% Club’s
    target date of 31 December 2023.





    Dato’ Ami Moris, Chair of the 30% Club Malaysia and Advisor at Maybank Group said,
    “The 30% representation is seen to be a tipping point in providing women leaders with
    an influential voice, and for boards to move closer to gender parity. The biggest jump
    in women on board representation was recorded from 2021 due to Bursa’s Listing
    Requirements for all PLCs to have at least one woman director by 1 June 2023,
    supported by the collective action of leaders of Diversity, Equity and Inclusion (DEI).”



    “There is increasing push for DEI efforts to serve Environmental, Social and
    Governance (ESG) imperatives. As it evolves, DEI is about winning the battle for talent
    to future proof organisations for growth and innovation. Numerous studies have shown
    that companies with more diverse boards tend to outperform and are ahead on
    achieving their climate action goals. Investors are likewise scrutinising boards for their



    Stepping up on ambitions and goals

    Building on the momentum for diversity, the 30% Club aims to help catalyse more
    PLCs to achieve 30% women representation on boards. As of 1 June 2023, 45 of the
    top 100 and over 700 of all PLCs have yet to do so.



    Dato’ Ami said, “When the 30% Club was established in Malaysia in 2015, its 30%
    goal was thought to be highly ambitious. As comparison in the UK, women now hold
    nearly 40% of board seats of FTSE100 companies. Our next target is for parity of men
    and women on all PLCs by 2030. It’s a huge ambition, but not one that we shy away



    The continued success of the 30% Club Malaysia is attributed to leveraging its three
    strategic pillars:


    ● Activate Pillar – Activating Corporate Advocates that are interested in leading
    and signalling their DEI efforts. To date, 51 organisations have joined the 30%
    Club campaign. This year they include institutional investors, Khazanah
    Nasional Berhad and Permodalan Nasional Berhad (PNB).


    ● Influence Pillar – Engaging key stakeholders to embed DEI in public policies
    and advocate for DEI across their ecosystems. The 30% Club had worked with
    the Institutional Investors Council (IIC) to include 30% women on board
    representation in its revised Malaysian Code for Institutional Investors.



    ● Enable Pillar – Building a sustainable pipeline of board-ready women leaders
    and professionals through various initiatives such as the Board Mentoring
    Scheme in collaboration with PwC. Since 2017, 106 women have been
    mentored, and 41% of them have secured board positions.


    Since October 2021, the 30% Club Malaysia received active support from Maybank,
    its corporate sponsor. that marked a new chapter in the business-led campaign’s


    Dato’ Ami added, “As more companies embrace DEI, the demand for board-ready
    women candidates is set to accelerate. Increasingly, we are seeing more women with
    sustainability, digital technology and international background securing board seats.”

    “I would urge companies to move from mentoring to sponsoring women leaders in the
    boardrooms and senior leadership. This involves more active and concerted efforts to
    get women with the right competencies and skillsets to the right seats.”



    Appointing new leadership and resources


    Committed to strengthening and sustaining its business campaign, the 30% Club
    Malaysia is also pleased to announce its new steering committee with effect 1 July
    2023, comprising the following. INED is Independent Non-Executive Director. ED is
    Executive Director.


    Chair: Dato’ Ami Moris, Advisor, Maybank Group


    ● Activate Pillar, led by
    Marzida Mohd Noor, INED, Affin Bank

        • Frances Po, INED, Sentral REIT Management
        • ● Influence Pillar, led by
          Rejina Rahim, Co-Founder, Wahine Capital

        • Ar. Ahila Ganesan, INED, Velesto Energy

        • Low Ngai Yuen, INED, GDEX and OCK
        • ● Enable Pillar – talent engagement led by

        • Raj Kumar Paramanathan, Managing Partner, CnetG Asia

        • Geetha Kandiah, CEO, KASS International


          ● Enable Pillar – Board Mentoring Scheme led by
          Pauline Ho, Partner, PwC Malaysia

        • Norlela Baharudin, ED, Berjaya Corporation, and INED, Prokhas

        • Shireen Iqbal, CEO and ED, Alpha REIT Managers, and INED, UM Properties

        • New co-leads in their respective pillars.
        • The committee includes the Marketing, Communications and Secretariat leads:

        • Noelle Lim, Maybank Investment Banking Group

        • Jacinta Vythilingam, Spinmeister Communications

        • Syaheera Abdul Hamid, Maybank Investment Banking Group

        • Wan Mazlina Wan Mustafa
        • The 30% Club is also pleased to announce that TBWA\Malaysia, part of the
          TBWA\Worldwide creative collective, has come onboard to assist with creative and
          campaign efforts. TBWA has been named by Fast Company as one of the world’s
          most innovative companies in 2023, for the fifth year in a row since 2019.
        • Dato’ Ami said, “The skills and experiences of the new steering committee and
          professionals reflect the intensity of the 30% Club’s work going forward. On this note,
          I wish to thank the previous committee members for their dedication and invaluable
          contribution in laying the foundation for success. They have played an instrumental
          role in shaping the direction of the Malaysian chapter of the 30% Club, and serve as
          an inspiration to all of us. They remain as stalwart advocates.”
        • The steering committee takes advice and guidance from the Advisory Council
          comprising Tan Sri Zarinah Anwar, Tan Sri Dr Jeffrey Cheah, Dato’ Abdul Aziz Abu
          Bakar, and Anne Abraham.

      Hanneke Smits welcomed as 30% Club global chair

      Hanneke Smits
      Our new Global Chair Hanneke Smits is CEO of BNY Mellon Investment Management

      The 30% Club is delighted to announce the appointment of Hanneke Smits, CEO of BNY Mellon Investment Management, as its fourth Global Chair, succeeding Ann Cairns.

      Hanneke has been a long-time champion of improving gender diversity in the workplace. In 2015, she co-founded Level 20, a not-for-profit organisation established to inspire women to succeed in the private equity industry.

      Hanneke also serves as Chair of Impetus, a venture philanthropy organisation that backs charities to transform the lives of disadvantaged young people.

      At BNY Mellon, Hanneke is the Executive Sponsor of PRISM, the company’s LGBTQ+ employee group, and as CEO of BNY Mellon Investment Management since October 2020, one of the largest asset managers in the world with $1.8 trillion in assets under management.

      She has championed numerous initiatives such as Newton’s work with the Diversity Project to ensure that returning female portfolio managers were able to maintain their investment track record, and BNY Mellon’s partnership with Inspiring Girls through The Pathway to Inclusive Investment research in 2022, and being an early supporter of the UK’s #10000BlackInterns programme.

      Hanneke succeeds Ann Cairns as global chair of the 30% Club.

      Ann, who retired as Executive Vice Chair of Mastercard at the end of 2022, joined the campaign in 2019 as Co-Chair, working with the late Brenda Trenowden before becoming sole global Chair in 2020.

      Hanneke Smits, CEO of BNY Mellon Investment Management, said:  “It is an honour to succeed Ann Cairns as Global Chair of the 30% Club and to continue its mission of increasing the number of women at board and senior management levels.

      “The role of the 30% Club is as vital now as it was at launch in 2010. Even today, the baseline target of reaching 30% women – either at board or senior management level – remains a stretch for many organisations throughout the world. Reaching the campaign’s ultimate goal of gender parity will take significant effort and investment.

      “I look forward to continuing to grow the 30% Club internationally and tackle a wider range of diversity challenges, inside and outside the boardroom.”

      30% Club Global
      Ann Cairns
      Outgoing chair Ann Cairns expanded the 30% Club internationally

      Under the leadership of Ann, the 30% Club formed new chapters in Mexico, Colombia and Chile and welcomed Poland, Ecuador and an investor group in France to the campaign.

      Her involvement with UN Women’s Outstanding Women’s Leaders Group saw the 30% Club, Melinda French-Gates and the UN Foundation convene what is presumed to be the world’s biggest meeting of CEOs and company chairs to discuss gender equality in May 2021.

      Cairns also broadened the UK chapter’s target to focus on racial equality, which included the launch of the Mission INCLUDE strand of the 30% Club’s world-leading and cross-company mentoring programme enabling individuals from all underrepresented groups to participate.

      She also launched the Leaders for Race Equity CEO development programme last year in partnership with Change the Race Ratio and Moving Ahead.

      Ann Cairns, outgoing Global Chair of the 30% Club, said: “On behalf of the members of the 30% Club, we are proud to welcome Hanneke as our new Global Chair. It will be invaluable to have a respected leader of Hanneke’s experience and calibre join the global campaign at a time when many companies are still struggling to achieve diversity at board and executive levels.

      “In the UK, for instance, we may have reached 40% women on the boards of the FTSE 100, but the majority remain in non-executive roles; there are just 25% women at executive committee level and just eight female CEOs. Women of colour remain under-represented at every managerial and leadership level. We must continue to keep diversity and inclusion high on the agenda.”

      This is the second time BNY Mellon Investment Management has taken a leadership role within the 30% Club. The campaign was launched in 2010 by Dame Helena Morrissey, who was the then CEO of Newton Investment Management, one of BNY Mellon Investment Management’s investment firms.

      Newton and BNY Mellon Investment Management were early supporters of the campaign’s goals and helped encourage many chairs of Britain’s biggest companies to commit to the initial target of 30% women on their boards. This target was reached across the FTSE 100 in September 2019 and there are now 40% women on boards.

      This transparency allows firms to learn together ‘what works’ for the fair inclusion of Black women in finance, professional services and big technology. Given that the pay gaps experienced by Black women are the largest in the sectors studied, making Black women the benchmark for real change within organisations is appropriate. 

      Training, recruitment, operations, promotions, procurement, strategies, and policies should be evidently inclusive of Black women. The call for greater transparency through reporting, audits and monitoring of the progress of Black women will help ensure firms are on track.

      The 30% Club would like to thank UK steering committee member Karin Barnick, a partner at executive search and leadership advisory firm Korn Ferry in London, who led the search for the new global chair on a pro bono basis. 

      Work to do

      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

      More women rising to the top in France across the SBF 120

      Paris, 16 January 2023. The 30% Club France Investor Group announces today the publication of its second annual report, revealing the latest trends and data on gender diversity at 120 companies part of the SBF 120 Index in France.

      Launched in November 2020 by six French asset managers with the objective to promote better gender diversity within the SBF 120 companies’ executive management teams by 2025, the investor group has today 16 members representing over €6 trillion of assets under management, 5 having joined this year.


      Core activity


      In its second year of the campaign, the 30% Club France Investor Group conducted a wide variety of activities to engage with corporates, stakeholders, and experts, enabling the Club to develop key observations regarding gender diversity in France:


      – Compared to last year, companies are both more open to engaging and more prepared. The refusal to engage is more the exception than the rule. However, the 30% Club France Investor Group faced some refusals under the pretext of “we already have 30% of women on our Executive Committee”, although the goal is to look beyond the percentage of women on that committee.


      – Most companies are convinced of the value of gender diversity. A positive momentum has been emerging in the form of action plans and targeted goals. But these targets, as well as their scopes (i.e., the executive body targeted) and time horizons, lack homogeneity, making it difficult to work towards the goal of 30% female representation at the highest levels of management.


      – Two opposite trends are coming into play. The COVID-19 crisis had a disproportionately negative impact on women in attracting, retaining, and promoting talent while the enforcement of the Rixain Law (1) acted as an accelerator of awareness for the importance of gender diversity. The issue is more acute in some sectors, particularly industrial and STEM activities, making the competition for attracting female talent more intense. The generalization of remote working may accentuate the recruitment problem for those companies where this will not be possible due to the nature of the jobs. 


      – Sectors with high female employment rates (i.e. Financial Services and Insurance, Consumers) still have obvious glass ceilings. While there are targets and strategies, these sectors have a long way to go and changed very little compared to last year. 


      – The notion of gender pay gap was discussed at length. There is some confusion between equal pay gap and gender pay gap. Closing the gender pay gap requires measures to break the glass ceiling through adequate, supportive, and relevant HR policies.


      Building on a strong foundation


      Continuing the efforts from 2021, the 30% Club France Investor Group collaborated with policymakers and experts seeking to address the secular question of gender diversity.


      As chair of the 30% Club France Investor Group for the 2022 engagement season, Marie-Sybille Connan from Allianz Global Investors declares: “the 30% Club France Investor Group has a solid foundation to lead into year three of the group. Our roadmap for 2023 is set and articulated around:


      – Moving the needle further and continuing to engage with SBF120 constituents


      – Collaborating with Mercer on their Global Talent Trends survey including gender diversity practices to get more consistent and actionable data


      – Advocating for the creation of the CEO & Chair pillar to have a complete 30% Club Chapter in France. France is the latest country where an investor group has been established but still needs the CEO & Chair pillar that will be instrumental in driving awareness on gender diversity in the corporate world. We invite any CEO or Chair who wants to act and drive gender equality to reach out to us.”


      New leadership structure


      In order to ensure proper onboarding and transfer in knowledge among members, the 30% Club France Investor Group is implementing a co-chairing of the initiative over a two-year mandate.


      In 2023, Candriam AM will be co-chairing the 30% Club France Investor Group alongside Allianz Global Investor.


      Theany Bazet, Co-Chair of  the 30% Club France Investor Group  and Fund Manager at Candriam, said: “I am honoured to join Marie-Sybille as Co-Chair to continue building bridges with corporations via active engagement and constructive dialogue together with our community of 16 responsible engaged investors.


      “It is only by sharing best practices and bringing to light any issues that we can advance gender diversity and drive systemic change.


      “We will notably thrive to developing the CEO/Chair pillar of the 30% campaign to have in France a full 30% chapter.


      “Doing so will strengthen the commitment of improving gender diversity in the higher ranks of companies and increase the chances of success.”


      The full report, including key figures, case studies and the KPIs list, is available here.



      Notes to editors


      [1] On December 24, 2021, France adopted a new law to promote gender equality in the workplace and in the economy at large. This law, referred to as the Loi Rixain (Rixain Law), after the bill’s main sponsor in the French parliament, Marie-Pierre Rixain, imposes quotas for the representation of women in the leadership positions of large corporations, defined as corporations of 1,000 or more employees. By March 1, 2027, at least 30% of managerial positions in these companies, as well as 30% of the seats on these corporations’ governing bodies, will have to be filled by women. By March 1, 2030, these quotas will be raised to 40% for both managerial positions and governing bodies.


      About the 30% Club France Investor Group


      The 30% Club is a global campaign taking action to increase gender diversity at board and senior management levels. In 2010, the campaign was launched in the UK and it now has chapters around the world, with some backed by dedicated investor groups. In November 2020, six investment institutions decided to create an investor group in France.

      The 30% Club France Investor Group now includes 16 members representing around €6 trillion AUM. Its focus is to engage with the investee companies and push for at least 30% of executive committee seats to be filled with women by 2025. It also aims to increase disclosure expectations around the topic of gender diversity. The group believes gender balance on boards and senior management encourages better leadership and governance, diversity and inclusion contribute to all-round board performance and, ultimately, increase corporate performance for companies and their shareholders.




      Steele & Holt

      Servane Taslé
      +33 (0)6 66 58 84 28

      Anais Miegeville
      +33 (0) 6 33 73 85 16 


      Allianz Global Investors

      Marion Leblanc-Wohrer
      +33 (0) 1 73 05 77 91 / +33 (0) 6 85 15 74 54


      Isabelle Lieven
      +32 2 509 61 69


      79% of dissatisfied employees say they’ve experienced an inclusion barrier

      London, UK, 19 July 2022: The FTSE 100 is ahead of the S&P 500 and TSX 60 in diversity and inclusion, according to exclusive research for the 30% Club Global Investor Group by Diversio. But a significant number of employees do not feel included at work.


      Diversio scraped negative employee reviews of companies and analysed these reviews for content.
      Diversio found that 79% of negative reviews (ie dissatisfied employees) cited inclusion related
      issues as the reason for their dissatisfaction.


      The FTSE 100’s overall score for diversity, inclusion, and commitment, Diversio’s key metrics for assessing Diversity & Inclusion (D&I), is 65.7 out of a possible 100. Such a score indicates that programming, inclusion, and diversity are closely linked and mutually reinforcing, with higher scores indicating successful D&I policies, practices, and implementation.

      The overall scores, based on analysis of publicly available corporate policies and employee reviews, were 58.8 for the American S&P 500 and 55.1 for the Canadian TSX 60. A quarter of each company’s score looked at gender, racial and ethnic diversity at the board and executive level. Another quarter looked at D&I programmes and policies. While half of the score was calculated using anonymous feedback from employees about their experience. These “inclusion metrics” represent the biggest opportunity for improvement. 

      Inclusion findings

      Inclusion barriers fell into six broad categories: inclusive culture, fair management, career development, workplace flexibility, workplace safety, and recruiting and hiring.


      Inclsuive CultureFair ManagementCareer DevelopmentWorkplace FlexibilityWorkplace SafetyRecruiting and Hiring
      FTSE Average6.086.256.816.866.646.83
      Global Average5.815.946.086.296.326.36

      Top scoring companies across all KPIs include:

      Pershing Square Holdings, Mondi, and Segro.

      Among the 27-inclusion metrics Diversio analysed, inclusive culture and fair management were the most prominent among FTSE 100 companies. Commonly cited pain points cited included issues such as:

      ●     “Very old school management style, which is male, middle-age dominated”
      ●     “Domineering/bullying management styles tolerated. Highly political and full of silos”
      ●     “Profit driven with constant cost cutting at the expense of everything”
      ●     “Limited promotional opportunities from within. Average pay Culture in upper management.”
      ●     “Stressful work environment and hard to strike a work life balance.”

      Diversity findings

      On the plus side, the research found there has been progress on gender diversity at the board level across the indices, with female representation now at 40% for the FTSE 100. Gender diversity at the executive level sits much lower, at 26%.

      Racial and ethnic diversity for the FTSE 100 companies have an average of 14% representation at the board level and 13% representation at the executive level.

      For the full methodology, see Appendix.

      Laura McGee, co-founder and CEO of Diversio, said: “The quickest way for low-scoring sectors and companies to improve is by surveying employees and implementing fundamental programmes and policies, including a DEI strategy with executive level accountability and transparent reporting. Survey data can help leaders understand company culture and any barriers that might be faced by under-represented groups.”

      Ann Cairns, global chair of the 30% Club, said: “What the analysis means for companies is that it’s critical to track not just diversity but also inclusion. All companies should have fundamental DEI programmes and policies in place and need to listen to employees to identify pain points and create a smooth funnel to leadership.”

      Table: How the three indices stack up against each other, data provided by Diversio.

      FTSE 100S&P 500TSX 60
      Overall diversity, Inclusion, and commitment score (out of a possible 100)65.758.655.9
      % Women at board level40.1%Not enough dataNot enough data
      % Women at executive level25.6%23.3%18.9%
      % Racial/ethnic diversity at board level13.9%Not enough dataNot enough data
      % Racial/ethnic diversity at exec level13%13.8%10.6%
      % Racial/ethnic diversity of total population (census data)About 15% (2019 census data)About 38% (2020 census data)About 22% (2016 census data)
      Best 3 performing sectorsReal estate, energy, information technologyIT, financials, real estateReal estate, utilities, financials
      Worst 3 performing sectorsFinancials, utilities, consumer discretionaryMaterials, consumer discretionary, energyIndustrials, IT, consumer staples



      Diversio Insights methodology

      The Diversio Scores
      The Diversio Insights platform scores companies in four main ways: diversity, inclusion, commitment, and an overall average. The diversity score is made up of the gender and racial diversity of the board and executive teams of a company. Optimal diversity scores are given to companies with executive and board diversity that correspond with percent representation observed in the population. Diversity data is collected through Mechanical Turk, by scraping company websites or SEC filings. The data is then labelled through a combination of human expertise and algorithms, assigning gender and race/ethnicity to each executive and board member. 1 We then provide the companies with the opportunity to confirm or correct their public data through direct outreach.  The commitment scores are determined using a score of 0 – 3 based on the published documentation surrounding a firm’s policy and governance, recruiting practices, employee engagement, and transparency and data disaggregation. The inclusion score is determined by scraping employee reviews of their companies and having our algorithms identify patterns in employee reviews regarding the barriers employees face every day. These patterns are classified into pain-points from a predetermined set of 27 pain points. Companies with the least pain points score the most highly, while companies with the most pain points score the lowest.


      Limitations and Data Accuracy
      All of our data is based on publicly available information at the time of its collection. Diversio recognises that there are limitations to this methodology. We do not have real time data and could show some information that is 6 months to 1.5 years out of date. We are not able to update our database every time a company institutes a new policy. We cannot be responsible for how often a company updates their public facing image. If the makeup of a board changes without a public facing announcement, our database cannot reflect the new addition.


      Contact: 30% Club campaign manager Laura Whitcombe,, or
      Website: Twitter: @30percentclub 


      Notes to Editors

      Diversio found that about 97% of companies on the FTSE, TSX, and S&P have implemented D&I programmes and policies. However, the data makes clear that these commitments alone will not create a diverse and inclusive workplace. Companies are encouraged to survey employees to understand inclusion barriers, and double down on advancement opportunities for underrepresented employees.

      The analysis reveals the best performing sectors for D&I in the FTSE 100 are real estate, energy, information technology. The worst were industrials, utilities, consumer discretionary.


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


      About Diversio: Global leader in the use of AI technology and sophisticated data analytics to
      measure, track and improve D&I, working across 35+ countries and 25+ sectors.

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

      Meliosa O'Caoimh

      Melíosa O’Caoimh, Country Head for Northern Trust

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



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


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


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


      For more information on 30% Club Ireland see:




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

      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.” 



      Contact: 30% Club campaign manager Laura Whitcombe,, or


      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.

      30% Club Ireland announces new sponsorship partnership with EY



      DUBLIN: The 30% Club Ireland has announced a new sponsorship partnership with EY for 2022.  The partnership will include EY sponsorship of the Club’s Country Executive Role for 2022 and also sponsorship of a new modular programme for senior women in the technology industry (‘Navigating the path to C-Suite and beyond’) which the 30% Club will be launching to members this Spring. 


      This modular programme will offer a unique combination of events and workshops focused on enabling greater progression of women in technology to the c-suite, while also establishing an invaluable network of supportive, like-minded peers and contacts with whom participants can explore ideas and share knowledge. The programme will ultimately support the 30% Club vision of at least 30% representation of women on boards and at C-Suite, in all industries.



      Rachel Hussey, Chair of the 30% Club Ireland, commented: “We are delighted to welcome this new sponsorship arrangement with EY.  EY has been a strong supporter of the 30% Club since we established in Ireland in 2015, and this is a fantastic step forward and a great way to work together.  The 30% Club operates without membership fees therefore everything we do is only possible because of the generous support of our members through volunteering time and support for key activities.  This new partnership will help us continue to develop initiatives to enable our members achieve their diversity ambitions.”



      As part of the sponsorship, EY Managing Partner, Frank O’Keeffe will join the Club’s Advisory Board for the next 12 months while Niamh O’Beirne, EY’s People Partner will join its Steering Group. EY will also speak at the Club’s flagship Chair and Council Event in March 2022 to look at best practice for organisations in adopting diversity, building progress and engaging wider stakeholders with market influence on the issue.



      Commenting today on the new partnership, Frank O’Keeffe, EY Managing Partner, said: “I am delighted that EY Ireland is partnering with the Irish chapter of the 30% Club at this important time of change and opportunity for all. Following a tumultuous few years, the world is changing at pace and with it how we all live and work. Diversity in all aspects of life is crucial to ensure our collective success as a society and as a business community. Ensuring that we have a diverse and inclusive workforce in EY matters enormously to us and to our clients and it is a strategic priority for our leadership team.  I am really looking forward to EY playing an active part over the coming year in the great work of the 30% Club and in us working together to deliver great outcomes for Club members.”



      While the 30% Club is focused primarily on the actions of Board Chairs and CEOs, the group also delivers ground-up initiatives to improve talent pipelines, as well as a cross company mentoring programme and an executive education scholarship programme in association with Irish Universities. It also operates a Board Connections directory comprising the profiles of more than 150 senior women in business across Ireland, who are interested in taking on a board role.  The directory is made available on request to Board Chairs, CEOs and search firms involved in the selection process for board roles.



      Niamh O’Beirne, EY Ireland Partner, added: “As People Partner at EY I regularly see first-hand the huge contribution that diversity, in all its forms, brings to both the culture and performance of our organisation. It is essential that the business community leads by example in this space and that we remain committed to making progress towards greater diversity and inclusion, both in the boardroom and beyond. Clear plans coupled with decisive action are required to reach and exceed current targets for representation of women in boardrooms and I am proud that EY Ireland will continue its laser focus in this area in partnership with the 30% Club.”


      For more information please visit


      Notes to Editors:


      About the 30% Club

      The 30% Club is a global campaign supported by Board Chairs and CEOs of medium and large organisations, committed to achieving better gender balance at leadership levels and throughout their organisation, for better business outcomes. Established in 2015, the Irish chapter is supported by the leaders of more than 280 leading Irish businesses and organisations across all business sectors, representing more than 650,000 employees.



      About EY

      EY exists to build a better working world, helping to create long-term value for clients, people and society and build trust in the capital markets.

      Enabled by data and technology, diverse EY teams in over 150 countries provide trust through assurance and help clients grow, transform and operate. Working across assurance, consulting, law, strategy, tax and transactions, EY teams ask better questions to find new answers for the complex issues facing our world today.





      30% Club Malaysia Widens Eco-System with New Partners

      Three New Partners To Join Forces For Sustainable Change in Malaysian Corporates

      Kuala Lumpur, 10 December 2020 – Recently, 30% Club Malaysia has signed Memoranda of Understanding (MoU) with the Malaysian Institute of Corporate Governance (MICG), CnetG Asia Sdn Bhd (CnetG), and Asia School of Business
      (ASB) respectively.

      This is a positive step in building an ecosystem of partners, moving together towards a common goal – the promotion of diversity, equity and inclusion (DE&I), with a focus on gender balance on Boards and C-Suites, encouraging businesses to work together for change and sustainable progress.

      These partnerships will enable 30% Club Malaysia to establish avenues for corporations to gain access to knowledge, insights and best practices in advancing the diversity and inclusion agenda in their organisations.

      These would include amongst others the promotion of diverse and inclusive leadership as part of corporate governance advocacy with MICG; access to research and leadership development that support the goal of developing more board-ready women with ASB through its MBA and select Executive Education programmes; and a collaboration with CnetG, to develop framework that advances diversity on boards and C-suites with PLCs, multinational companies, universities and professional bodies.

      Professor Charles Fine, President, CEO and Dean of Asia School of Business said, “The partnership between Asia School of Business, in collaboration with MIT Sloan and the Malaysia chapter of the 30% Club is another step in building a holistic and collaborative talent ecosystem in Asia. This relationship allows us to learn and cocreate on key talent development initiatives with the Malaysian and broader regional business community.”

      “CnetG Asia is committed to guiding boards and senior management to make effective and inclusive leadership hiring decisions. Our objective is to encourage boards and executive search firms in Malaysia to support principles and best practices in building a diverse and inclusive board and management teams. Executive search firms play a key role in identifying and engaging with a wider pool of talents through their various networks, trust and credibility with executive talents,” said Raj Kumar Paramanathan, Managing Partner, CnetG Asia Sdn Bhd.

      He added, “Partnering with 30% Club Malaysia will enhance our efforts to influence and impact by advancing conversations around diversity and inclusion with boards and senior leadership teams.”

      Dato’ Yusli bin Mohamed Yusoff, MICG President said, “I am delighted that MICG will be in partnership with the 30% Club Malaysia. MICG looks forward to supporting and empowering more women on their journey towards senior leadership and Board positions. The Institute will support in kind with participation as speakers, contribution of articles and research and opportunities to mentor women as they take on increasing responsibility in their organisations.”

      “Since our establishment in 2015, we have been on a journey with key stakeholders to increase the representation of women on the boards of Malaysian public listed companies. Today, we are pleased to welcome Malaysian Institute of Corporate Governance (MICG), CnetG Asia Sdn Bhd and the Asia School of Business into our ecosystem of partners for sustainable change,” said Tan Sri Zarinah Anwar.

      She continued, “As the world increasingly works in a collaborative manner, we seek to strategically partner with those who will amplify our goal to increase women representation on boards and senior leadership positions. In 2020, five years on, our focus has been on building a more robust ecosystem aimed at this case for change.”

      The 30% Club Malaysia is part of a global campaign led by Chairs and CEOs taking action to increase gender diversity at board and senior management levels. Statistics at the end of 2019 showed women representation on the top 100 public listed companies (PLC) boards rose to 26.9%. There was also no all-male board in the Top 100 PLCs. The percentage today has dipped slightly to 25.4%, believed to be largely attributed to the change in the composition of the Top 100 companies, with several PLCs now in the Top 100 having no women on board.

      The 30% Club hopes this is a temporary setback and will continue its efforts to address the gap. Malaysia remains in the lead position amongst its peers in ASEAN as well as some other Asian markets, such as Japan and Hong Kong.


      For media enquiries, please contact:
      Norlida Azmi
      Media/PR & Communications