United in purpose: Celebrating a shared commitment to diversity and leadership excellence.— Photos by AZLINA ABDULLAH/The Star
The 30% Club is driving gender diversity in leadership roles, setting the stage for a more inclusive and effective corporate world
The 30% Club is a global campaign aimed at boosting female representation in leadership roles, particularly in boardrooms and the C-suite, to at least 30%, with the ultimate goal of achieving gender parity (50:50 representation).
Beyond social and ethical considerations, empirical evidence suggests that diverse boards enhance decision-making, which is crucial for sustainable business practices.
Why 30%?
The 30% target, initially an aspirational goal when women represented only 12% of FTSE 100 boards in 2010, marks the critical mass necessary for minority voices to impact boardroom dynamics.
It is a minimum objective with the ultimate aim of achieving gender balance or parity.
Increasing female leadership aligns with ESG principles, particularly the social pillar, by fostering environments where inclusive policies are more likely to flourish, leading to more responsible governance and ethical decision-making.
The 30% Club advocates business-led, voluntary action over quotas, believing this is the most effective means for meaningful, sustainable change.
Women built connections and fostered a community of future leaders and innovators at 30% Club Malaysia Speed Mentoring 2025 event.
30% Club Malaysia Chapter
Launched by the Prime Minister in May 2015, the Malaysian Chapter seeks to transform corporate Malaysia through a culture of diversity, equity and inclusion (DEI).
Focusing on achieving at least 30% female representation on the boards of Bursa Malaysia-listed companies, it also welcomes non-listed entities and global multinational companies as Corporate Advocates.
Strategic pillars
Activate: Creating a network of companies committed to accelerating DEI adoption, involving collaboration with business leaders like chairs and chief executive officers (CEOs) to help achieve gender balance goals. Over 80 corporate supporters have joined this initiative.
Influence: Links the investment community, government bodies, regulatory agencies (such as the Securities Commission and Bursa Malaysia) and government-linked investment companies to build a robust coalition advancing DEI.
Enable: Nurtures future leaders by offering mentoring, scholarships for executive education and programmes that prepare women for board positions.
Progress in Malaysia
Women representation on the top 100 public-listed boards in Malaysia reached 30.9% in 2023 and 31.4% in 2024, up from 14% in 2015.
However, the overall percentage across all 900+ Bursa companies remains below 30% (28%).
Female representation at the C-suite level is 40% but is on a declining stage (38%), highlighting more work is needed
Journey to leadership
The ‘Owning Your Ascent’ speed mentoring event, held at Menara Star, used a speed-dating format to facilitate quick, focused conversations with seasoned C-suite leaders, known as mentors for this session. It provided a platform for exchanging insights, knowledge and networking opportunities to support participants’ career and personal development.
The event’s theme suggests agency, growth and ambition, encouraging women to take charge of their development and envision their ascent in career, influence or confidence.
With over 90 engaged participants, mentors noted the distinct value women bring to leadership.
Paynet Group chief executive officer Farhan Ahmad highlighted that diversity drives innovation by bringing varied approaches to decision-making, strengthening the overall group.
He emphasised the importance of women believing in themselves and advocating for their worth, noting, “You only control one thing in this world, yourself. The biggest glass ceiling you have is nowhere else but your mind.”
He views his role as removing barriers and providing opportunities for women to showcase their potential.
CIMB Group Holding independent non-executive director Ho Yuet Mee emphasised women’s ability to balance big-picture thinking with meticulous attention to detail, along with multitasking skills.
Emeliana advocates for diversity and inclusion in the oil and gas sector.
Board director and former PETRONAS vice president of exploration and upstream Emeliana Rice-Oxley affirmed that all leaders add value by providing insights for improved decision-making and risk management.
Women leaders, in particular, often naturally exhibiting communal traits like collaboration and care crucial for building trust and inclusion. However, the journey to leadership is lined with challenges.
Reflecting on her 35 years in the male-dominated oil and gas industry, Emeliana noted she never once reported directly to a female, illustrating the absence of female role models.
Her advocacy for DEI, which began in 2015, revealed that many women face obstacles such as unconscious bias and the demands of family responsibilities.
This sentiment was echoed by mentee Deloitte audit and assurance partner Chiam Chee Hooi, citing balancing extensive family commitments with a demanding career, particularly with weekly travel between Penang and Kuala Lumpur, as a significant personal challenge.
Malaysia Aviation Group Group Business Integrity manager Aimi Fahmi described her 11 years in middle management as ‘gathering years,’ an intentional period to absorb knowledge and overcome the plateau many women experience before senior leadership.
Her approach can be likened to a tree strengthening its roots and trunk before it can support a larger canopy.
Shalini Singh, a CnetG client partner, defines ‘ascent’ as growth into a role that enables a deeper, purposeful impact—a journey she resumed after a seven-year career break to raise her children. She is now focused on establishing her personal brand within her firm.
A path forward
The quest for gender parity in leadership is ongoing, but with collective effort, support, and unwavering commitment to inclusion, the vision of achieving a balanced leadership landscape is within reach.
The 30% Club stands as a testament to the power of collaboration and the transformative potential of diversity, urging women to own their ascent and shaping a future where their voices are heard, valued and integral to decision-making.
