• An aspirational voluntary goal within a defined and reasonable period
  • Recognition that increased diversity is a sound business objective
  • A focus not only on the boardroom but also on the executive committee and the wider pipeline.

30% is the figure widely agreed to mark the stage at which contributions of the minority group cease being representative of that particular group and start to be judged on their own merit – in other words, critical mass is achieved. We believe that once a minimum of 30% is reached, the culture and practices of the board will have changed significantly and as a consequence, further progress towards true balance will naturally follow.

​While there is no shortage of reasons to support diversity on social and ethical grounds, a growing body of empirical evidence corroborates the intuitive argument that more diverse boards are more effective than ‘identikit’ boards in delivering better decision-making. A compelling outcome of Lord Davies’ UK review was the economic and business case for addressing the gender imbalance in the current structures of companies’ boards, which moves the debate away from a social issue to an urgent business imperative. A number of relevant and useful be found here under Research & Articles. Our friends at Opportunity Now also state the case neatly here.

Membership of the 30% Club is open to Chairs, CEOs and equivalents, usually of listed companies or leading professional services firms. There is no fee for joining. We welcome support at a number of levels. Please click here to see who you should contact if you would like to get involved.

No. The 30% Club is philosophically opposed to mandatory quotas, believing that business-led, voluntary action is the only way to achieve meaningful change. We’re not interested in seeing a few token women at the top; rather we seek sustainable change at all levels. Setting a numerical target, like business-plan objectives, creates a sense of urgency and sustains focus.

Companies get involved either through their Chair/ CEO’s support or through the Steering Committee and Working Groups. If your business is also involved in improving gender diversity, we welcome discussion and the opportunity to collaborate but we do not formally endorse diversity or other businesses. Affiliated organisations are either not-for-profit, cross-party parliamentary or other campaigning groups.

There is plenty that companies can do, including supporting women with networks, mentors, coaching and sponsorship on the one hand, and upskilling and informing leaders and managers about the value of diversity and inclusion on the other. If you’re based in the US, UK or Ireland, please refer to details of our Mentoring Scheme, aimed at ensuring that women progress to senior levels within their organisations.

The 30% Club’s activities have been made possible through the generosity of volunteers and organisations who have kindly hosted events. We are grateful to all these companies and to all the employing companies of the Steering Committee and working group members for their support.

Scarcity of women at senior levels is a global phenomenon. We are keen to support and encourage the establishment of 30% Clubs in other countries, within the context of basic philosophical parameters. We offer strategic advice and can help with the recruitment of local chairmen and other aspects. Please contact us via francoise@30percentclub.org

​Please refer to the Contact section for each individual country Chapter.