¿Colombia Cómo Vamos?
Cesa y Club del 30 % diagnosticaron la situación de las 200 empresas más grandes del país y el panorama sobre la equidad de género es más desalentador que el de los emisores de valor.
Spotkanie informacyjne dotyczące Programu Mentoringowego
25 styczeń 2022 (wtorek)
godzina 14:00
Liz Dimmock
Serdecznie zapraszamy na spotkanie z założycielką programu mentoringowego Moving Ahead, Liz Dimmock. Spotkanie odbędzie się 25 stycznia o godzinie 14:00 i ma na celu zaprezentowanie założeń programu. Będzie to okazja do rozwiania wątpliwości co do przebiegu programu, języka, liczby uczestników i kosztów – zatem wszelkich kwestii, jakie nam Państwo sygnalizowaliście w ubiegłych miesiącach. Mamy nadzieję, ze uda się stworzyć wspólną przestrzeń do wykreowania najlepszego programu mentoringowego dla Państwa firmy i pracowników.
Prosimy o potwierdzenie swojego uczestnictwa poprzez zaakceptowanie zaproszenia, które roześlemy do Państwa mailowo.
Program Mentoringowy
Zachęcamy naszych członków do przyłączenia się do największego na świecie programu mentoringowego (30% Club cross-company mentoring programme). Jest to międzysektorowy program promujący różnorodność w miejscu pracy, prowadzony przez ekspertów firmy Moving Ahead. W Wielkiej Brytanii program działa już ósmy rok, w 2021 po raz pierwszy uczestniczyły kolejne kraje: USA, Meksyk, Hong Kong oraz Dubaj. W każdym z tych krajów projekt okazał się być dużym sukcesem. Polska dołączy z początkiem przyszłego roku, ale już teraz zachęcamy, żeby się zapoznać ze szczegółami i dokonać zgłoszenia.
Główne założenia programu:
- POSTAWY: buduje i wzmacnia niezbędne postawy w celu osiągnięcia parytetu kobiet na stanowiskach kierowniczych i zarządczych,
- SYSTEM: dopasowuje mentorowane kobiety ze wszystkich szczebli kariery do starszych mentorów (mężczyzn i kobiet) z innej organizacji,
- NIEZWYŁE DOŚWIADCZENIE: ponad 12,000 mentorów i mentee w 220 organizacjach.
- IMPACT: z każdej organizacji udział może wziąć 10 par.
Program trwa 9 miesięcy, podczas których pary mentoringowe spotykają się co najmniej 5 razy. Dodatkowo przewidziane są specjalnie dedykowane spotkania dla całej grupy uczestników programu. Więcej informacji na stronie Moving Ahead (moving-ahead.org)
Participación de mujeres en juntas directivas de Colombia es baja
One Woman Director on Each Board – Detrimental or Good for Company Performance
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.
Boardroom Realities: Are You Ready?
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.
CnetG Asia wins the UN Women Award in the Gender-Responsive Marketplace
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.
30% Club Malaysia Celebrates International Volunteer Day
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.
A discussion on leadership at AI Summit 2020
Are there differences in the leadership DNA of female and male leaders?
“Women leaders have handled the Covid-19 crisis better than their male counterparts.”
“Regardless of gender, there are 4 fundamental traits of a leader – higher level of self-awareness, learning agility, skills to influence and communication skills.”
“Be gender blind even with yourself and you’ll find out more often than not they will treat you equally.”
“Its crucial to have an open mindset and be receptive.”
These were some of the views discussed at the recent AI Summit 2020, where 30% Club Malaysia was a supporting partner. The panel discussion was moderated by Raj Kumar Paramanathan, Managing Partner of CnetG Asia and a 30% Club Advocate.
Five eminent panelists, CEO and Country Head of Sun Life Rizalina Mantaring, Board Director Ayla Majid, HSBC Malaysia Head of Commercial Banking Karel Avni Doshi, Executive Search & Board Advisor for African Markets Debbie Goodman-Bhyat, and Center for Creative Leadership Senior Director and Head of Asia Research Sunil Puri, shared their views on what leadership traits are and their relevance for a sustainable and inclusive new world.
Celebration of Cohort 5
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.
