• 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 senior management.

When the campaign originally launched in the UK back in 2010, there were just 12% women on FTSE 100 boards and 30% felt like an aspirational stretch target. At that time, we also identified research suggesting that 30% represents a critical mass from which point minority groups can impact boardroom dynamics.

Our 30% target is a minimum objective - it represents a floor not a ceiling – ultimately we are striving for gender balance. To this day, 30% women - either at board or senior management level - remains a stretch for many organisations throughout the world.

​While there is no shortage of reasons to support diversity on social and ethical grounds, an overwhelming body of empirical evidence now corroborates the intuitive argument that more diverse boards are more effective than ‘identikit’ boards in delivering better decision-making, and this extends the debate beyond a social issue to an urgent business imperative. A number of relevant and useful papers on the business can be found in our Research & Articles section, and there are also some helpful resources provided by Catalyst 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 or to find out more about the membership criteria of specific chapters.

No (except in highly exceptional circumstances). The 30% Club is philosophically opposed to mandatory quotas, believing that business-led, voluntary action is the best 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 and/or CEOs 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 tend to be not-for-profits, non-partisan organisations or other campaigning groups.

There are many actions that organisations can take, including supporting women with networks, mentors, coaching and sponsorship on the one hand, and up-skilling and informing leaders and managers about the value of diversity and inclusion on the other. If you’re based in the the GCC, Ireland, the UK or the US, 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 and provided in support in kind. We are grateful to all those companies and to our Steering Committee members and working group members for their ongoing 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 and practical parameters. Please contact us via laura@30percentclub.org

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