Members of the group are expected to contribute towards the aim of the 30% Club – to bring more women onto Hong Kong corporate boards.
We hope members will willingly:
- lend their name to the 30% Club and publicly support having more women on boards
- support initiatives to build the pipeline of women for executive and non-executive roles
- actively assist in recruiting and spreading the word to other chairmen and key influencers
Chairmen will also be invited to regular events to build awareness of the benefits of board diversity and to support initiatives that should lead to more women on boards.
The list of distinguished leaders below are members of the 30% Club Hong Kong.
We warmly welcome new members.
Please contact any of the individuals on the list or Jessica Boyle at The Women’s Foundation (firstname.lastname@example.org) for more information on how to join.
- Howard Bilton
- Chairman, The Sovereign Group
We fully support moves to increase female representation on boards of both private and public companies. We thoroughly believe in promotion by merit and by no other criteria but feel that women are under-represented. Any company which employs any female staff could benefit from having a female point of view at board level.
- Peter Brien
- Senior Partner, Slaughter and May
The principles of equal opportunity and diversity are fundamental to our continuing success. They are part of our philosophy and an essential feature of our practice at Slaughter and May. We were delighted to receive recognition as the 'Best gender diversity initiative by international firm' at the 2013 Europe Women in Business Law Awards.
- Laura Cha
- Chairperson, Financial Services Development Council
Diversity in gender, background and experience on a company’s board brings different perspectives and helps the company to examine not only its own business issues, but also its place in the wider community. Diversity helps the company to be a responsible corporate citizen.
- Victor Cha
- Deputy Chairman, HKR International Limited
- Ronnie C. Chan
- Chairman, Hang Lung Group Limited and Hang Lung Properties Limited
It is said by a 20th century Chinese political leader that women account for half the sky. Why should business leaders deprive themselves of 50% of the world’s intellect and creativity?
- Sanjeev Chatrath
- Managing Director and Region Head - Asia, Financial & Risk, Thomson Reuters
We are committed to building a globally diverse workforce comprised of the most talented professionals to provide the innovative solutions our customers expect from us. Only by embracing diversity of thoughts can we nurture a high performance culture where the best talent thrives, and only the best solution prevails.
- Timothy Chen
- President and Group Managing Director, Telstra International Group
At Telstra, we believe in diversity and we are inclusive. Our gender diversity priorities include gender pay equity, providing a supportive network for men and women to connect with and support each other to champion an inclusive workplace and ensuring diversity is considered in dealings with our customers, our communities and our people.
- Henry Cheng
- Chairman, New World Development and Chow Tai Fook Jewellery Group Limited
The New World Group is a firm supporter of gender diversity and women on boards. Apart from their professional and managerial skills, we believe female directors on our board provides better insight to market trends and consumer behaviour for our property and department store business. We are keen to provide a fair platform for women's advancement in their careers. We began with New World China Land which was listed in 1999. We now have female executive directors and non-executive directors in our three listed companies on the Hong Kong Stock Exchange and we are prepared to have more. We let our actions speak for our endorsement of the 30% Club.
- Susanna Chiu
- President, Hong Kong Institute of Certified Public Accountants
With gender distribution of the membership and the student body at near parity for the Hong Kong Institute of CPAs, the profession is well-positioned to capitalise on the value and contributions of women in leadership. As the first woman President of the Institute and as a long-time accountant, I can share with you from first-hand experience the benefits of gender diversity, its contribution in the accounting profession and the work environment in general. The sooner gender diversity and woman in leadership are recognised for their true value and effectiveness in promoting the overall growth and development in our social and economic progress, the quicker we will all benefit from the positive results and added value that will bring.
- Raymond Chi’en
- Chairman, Hang Seng Bank Limited and MTR Corporation Limited
I do not support mandatory quotas. However, I have run a quiet personal affirmative action campaign for board diversity for several years. The quality of the board process, in terms of strategic deliberation and corporate governance, has clearly benefited.
- Yei Ching Chow
- Chairman, Chevalier Group
We believe gender diversity at our board and senior management would bring tremendous benefits to our group by bringing a mix of experiences and perspectives to fuel creativity and innovation and leading to better strategic decision-making. This is especially important to us given our diversified portfolio of businesses spreading over 11 countries and regions and with more than 3,300 employees.
- Ada Chung
- Registrar of Companies, Government of the Hong Kong SAR
A balanced gender composition in the board enhances corporate governance. A corporation which supports gender diversity in the board projects a positive business image and indicates the importance the top management attaches to gender diversity. Study after study shows that women have the potential to add significant value to a corporation. Shareholders will benefit if a corporation uses the full range of available talents. It is encouraging to see that nowadays corporations are appointing more female directors to their boards. At the Companies Registry, more than half of our management board are female. We believe gender diversity in the top management team of an organization enhances governance and impacts positively on the organization!
- Justin D'Agostino
- Global Head, Dispute Resolution Practice, Herbert Smith Freehills
Diversity of our people and the inclusiveness of our culture is a global priority for our firm, Herbert Smith Freehills, and one of the values which connects us. Having helped found the firm's LGBT network back in 2007, I am delighted to take up the mantel on gender as part of the 30% Club in Hong Kong.
- Lord Mervyn Davies of Abersoch
- Non-Executive Chairman, Pinebridge Investments Limited
This is about good business. The best performing companies have the right diversity in their executive teams and on their boards.
- Andrew Erickson
- Executive Vice President, Global Services, IMS and AIS, Asia Pacific, State Street
Diversity for me is about making sure that the decisions we make collectively are reflective of the values and communities in which we work and live. Ensuring that that diversity is reflected at the highest decision making forums such as the boards that determine how our companies function and grow is one of the most effective ways of ensuring the further success of our institutions.
- Douglas Flint
- Group Chairman, HSBC Holdings plc
In a world where real talent is increasingly valuable, the opportunity to contribute to identifying and unlocking potential from within an under-represented, yet sizeable, section of the workforce is both compelling and indeed a responsibility. The real opportunity is to augment the pipeline of aspiring next generation leaders and the 30% Club Hong Kong will contribute greatly to that goal.
- Tim Freshwater
- Chairman, Grosvenor Asia Pacific
There is no shortage of talented and capable women who would provide new and valuable perspectives on company boards in Hong Kong.
- Jonathan Gove
- Chairman, Marsh & McLennan Companies - Hong Kong
At Marsh & McLennan, Diversity and Inclusion is held as a corporate value as well as a business priority. We believe a diverse and talented workforce is absolutely essential to our success as a global company. That is why one of Marsh & McLennan Companies's key objectives is to attract, retain, develop, and motivate the best people in our fields of endeavor, at all levels. As we see it, colleagues who bring different views and outlooks to the firm are better able to meet the needs of their clients around the world. This is particularly pertinent in Greater China, where the war for talent rages, and no-one can afford to ignore good people based on gender or any other characteristic that might have served as a block in less enlightened times.
- Stuart Gulliver
- Group Chief Executive, HSBC Holdings plc
Businesses run on talent, but at present some of the best people find their progress blocked by arbitrary barriers. In today's competitive world, encouraging the next generation of women leaders is not just the right thing to do - it's a business imperative.
- Marc Harvey
- Asia Managing Partner, Linklaters
The promotion of diversity is a priority for everyone who works at Linklaters. The retention and promotion of our best female talent is critical to our business. We know that greater diversity at senior management levels will help us make better decisions and will ensure that we provide a better service to our clients. The imagination and resourcefulness needed to create the best ideas and solutions will only be ensured by drawing from the deepest possible pool of knowledge, skills, perspectives and talent. We recognise that we still have a long way to go but we are fully supportive of this initiative. These partnerships will help us achieve our goal of creating an environment in which our best people will prosper.
- Mark Hellmann
- President & CEO - Asia, Hellmann Worldwide Logistics Ltd
We are committed to removing these obstacles by helping more women reach senior- and board positions. Our commitment is underscored by the fact that women have made up a third of our management team since 1983, when Hellmann Worldwide Logistics opened its offices in Hong Kong. Our Chief Financial Officer and Seafreight President, are both women that have been key members at Hellmann Worldwide Logistics for the past 30 years. More recently, another woman was added to our top management team by taking on the role of Chief People Officer for Asia. With a strong management team in place, we are now focused on developing the next generation of female leaders and ensuring that opportunities for all employees are equal and based on merit.
- Denise Jong
- Executive Committee Member for Asia and Partner, Reed Smith
At Reed Smith, we are committed to diversity in the workplace because diverse teams get better results. We have commissioned a report on gender diversity in partnership with networking and research firm Winmark. The report, based on a survey of FTSE100, FTSE250 and other significant firms, examined UK businesses’ level of commitment to gender diversity, and revealed that overall business effectiveness and profit is enhanced when women are included at every level of an enterprise. In 2013, we are again the only major law firm in the US to win all 3 of the leading awards for excellence with regard to programs that help women succeed and that provide family friendly support to all.
- Teresa Ko
- China Chairman, Freshfields Bruckhaus Deringer
We need a change in mind-set - gender diversity is good for business and is also the fair thing to do.
- Simon Kwok
- Chairman and CEO, Sa Sa International Holdings Limited
Women have been at the very heart of Sa Sa since we began operations some 35 years ago. One of our two founders, Ms Eleanor Kwok (Vice-chairman), is a capable woman. Women account for 44% of the board and 59% of our senior management. The strong representation of women is reflective of and supports the composition of our customer base. We have a natural and innate inclination to listen to and respect the voices of women. They possess a wealth of knowledge, unique thinking, expertise and skills that the company can tap into. And in many ways, they are the driving force behind Sa Sa’s success. We would like to set a good example to other companies to strive for gender diversity in the workplace, in senior management and in the boardroom, which we believe will be conducive to the success of their business.
- Stephen Lackey
- Chairman of Asia Pacific, BNY Mellon
Diversity promotes success for all our constituencies, employees, clients and shareholders.
- Stella Lau
- Chairperson, Women’s Commission
One of the roles of the Women’s Commission is to promote the equal participation of women and men in decision-making; whether in the public arena or the private domain. We at the Women’s Commission proactively take measures to encourage the participation of women in advisory and statutory bodies, whilst advocating reforms which promote the greater representation of women on company boards throughout Hong Kong. We are pleased that these measures are gradually being adopted in both the public and private sectors, so that Hong Kong as a whole becomes a fairer and equitable society.
- Irene Lee
- Chairman, Hysan Development Company Limited
- Warren Lee
- Chairman, SHK Hong Kong Industries Limited
Women provide a different perspective to men in our workplaces and boardrooms, which leads to greater productivity and competitiveness. We need to continue to build and promote the supply of female directors to take directorship in listed companies in Hong Kong. It takes two to tango - I truly hope more women seek opportunities to pursue a board directorship journey.
- Martin Lee Ka Shing
- Vice Chairman, Henderson Land Development Company Limited
Diversity and inclusion in the workplace are essential to business success, as a diverse mix of experiences and perspectives fuel innovation, growth and sustainability.
- Richard Li
- Chairman and Chief Executive , Pacific Century Group
Diversity is essential to the success of any organization. Pacific Century Group and our businesses embrace and encourage a diverse workplace. The different viewpoints and market insights I get from my colleagues enable us to think from a wider perspective, and become better companies, which in turn helps us to better serve our customers. I am pleased to see the 30% Club proactively promoting gender diversity in Hong Kong, and genuinely believe it will help the city remain competitive in the global economy.
- Elaine Lo
- Asia Chair and Senior Partner, Mayer Brown JSM
It is important to attract and retain the best talent. To achieve this, we cannot afford to ignore half the population. I do believe gender diversity and organisational performance are positively correlated. Women’s position in the workplace has significantly improved over the last decade. At Mayer Brown JSM, 20% of our partners are female. For a 150 year old law firm which did not have a woman Senior Partner until 2007, we have come a long way.
- KS Lo
- Chairman and Managing Director, Great Eagle Holdings Limited
The Chamber of Hong Kong Listed Company supports good corporate governance that helps protect, preserve and enhance companies’ sustainable shareholder value. One of the key aspects of corporate governance is to create an effective composition and structure for the board of directors that allows the board to exercise its responsibilities independently and effectively. Hence, we welcome and encourage listed companies to build up a board that is composed of the most qualified people, regardless of gender or race, and open themselves up to a much wider pool of expertise and wisdom that could well be the backbone of the company’s long term success.
- John McFarlane
- Chairman, Aviva plc
More women in executive management and boards simply makes business sense. Organisations that lead their sector as an employer of choice for women have access to a larger talent pool, and are better placed to understand and respond to the needs of customers and communities. It’s therefore perfectly clear to me that the best boards are diverse and have a fair measure of male and female perspectives. Reaching better business decisions and good commercial growth is about being able to draw on different talents, experiences and opinions – so it’s essential more women are part of these conversations and decisions. To do this we need to help enable women to reach board positions in all organisations. This is why initiatives such as the 30% club are so important, and why I fully support its cause.
- Anthony Neoh
- Chief Adviser, China Securities Regulatory Commission
Boards, being principally populated by men, are deprived of an obvious resource in the vast pool of women in government, the military, the professions, business management and academia. Boards can do themselves and their shareholders a great favour by tapping into this resource.
- Simon Page
- Managing Partner, EgonZehnder
At a conference in around 2004, I heard a leading Hong Kong businessperson say this: ‘My company has millions of customers around the world. The best way for us to serve them is to have a workforce that, right up to the top of our organization, reflects the huge variety and diversity of these customers. It’s as simple as that.’ These words are still true – but change has not happened fast enough. The 30% Club is a big step in the right direction.
- Tim Payne
- Managing Partner, Brunswick Group
Brunswick is proud of its diverse team. It includes a strong female representation at all levels, including a partnership in which women make up nearly 40%, and we work hard to provide a supportive environment to ensure we can continue to recruit and retain the best talent. As a communications advisory firm Brunswick’s clients rely on us to provide them with strategic, critical advice on issues impacting their business. We do this by drawing on the experiences and perspectives of our colleagues. Having a diverse workforce is therefore important to us as it enriches our ability to support our clients. We encourage our clients to be practitioners of good corporate governance as we believe it promotes strong investor confidence and helps improve a company’s bottom line.
- Gilles Planté
- CEO Asia Pacific ANZ, Chairman ANZ China
ANZ has been promoting the importance of diversity for many years, including gender diversity. It is important to achieve it. Women hold 44% of ANZ's management roles across Asia Pacific and my leadership team are committed to improving that balance further. We're doing this through targeted actions such as ANZ's 'plus one' pledge, which has seen over 700 of ANZ's senior leaders make a personal commitment to increase the proportion of women in management by at least one as roles become available. It's not a nice thing to do, it's a business imperative supported by a growing mountain of research on the business benefits.
- Keith Pogson
- Asia Pacific Financial Services Leader, Ernst & Young
There have been countless studies showing that board diversity is associated with more effective decision making. Promoting gender diversity at the board level isn't about equality for equality's sake – it’s about having the best boards we possibly can, which is good for business. At Ernst & Young we try to nurture female talent from the moment they walk through the door. As a result, half of our partner promotions in my business are now female.
- John Rice
- Vice-Chairman, GE
GE is committed to workforce diversity because we believe it is an essential aspect of our ability to maintain a competitive advantage, and we recognize talent and skills have no boundaries. Our company operates in 160 countries, and to win everywhere we must recruit, develop, and retain outstanding people. When the stories are written about the best global companies in the 21st Century, their competitive edge and enduring success will come from having talent that is diverse and inclusive in every respect.
- Martin Rogers
- Partner, Davis Polk
- David C. Ryan
- President, Goldman Sachs Asia Pacific Ex-Japan
I have personally seen the unique and distinct contributions that women can bring to the table. The 30% Club gives me the opportunity to play a bigger part in ensuring that women have a bigger say in our boardrooms, which I believe will have positive effects on companies, and on Hong Kong.
- Patrick Sherrington
- Regional Manager Partner, Asia & Middle East, Hogan Lovells
We need a more representative partnership in terms of gender and to be able to benefit from the increased involvement of women in management. We are tackling these issues at the highest levels by clear, measurable activities to increase the number of women in the partnership and the number of women in senior management positions. Currently, we sit at 22% and 28% respectively, but that is not good enough and the partnership and its clients will benefit from us meeting the increased targets we have now set ourselves.
- Edith Shih
- President, The Hong Kong Institute of Chartered Secretaries
It is important to attract and retain the best talent. To achieve this, we cannot afford to ignore half the population. I am fortunate to be working in a company that embraces gender diversity where female employees are given the opportunity to occupy leadership positions in the company - in finance, law, operations, risk management and human resources. This diversity across the company strengthens our position as a global conglomerate, providing an inclusive and motivating work environment where all employees can flourish.
- John Slosar
- Chairman, Swire Pacific Limited
The Swire Group supports and encourages a diverse and inclusive workforce. We recognise the skills, experience, perspectives and contributions a diverse workforce can bring. We firmly believe too that gender diversity will help us build a stronger talent pipeline and is in the best interests of our Group and its stakeholders. The fact that a Gender Diversity Committee has been set up to achieve the gender diversity aims of the Swire Group underscores our commitment to this cause.
- Maaike Steinebach
- Chief Executive Hong Kong, Commonwealth Bank of Australia
It’s important that the best people lead our business and are developed throughout their career. Diversity in thought can make all the difference in getting to the right solution, so at CBA we want leaders who offer unique perspectives and ideas every day. We firmly believe gender is a leading indicator of broader diversity in our organisation. It is not the only area of diversity we are focusing on but it remains a group-wide target that we’re aiming for.
- Kristi Swartz
- Managing Partner, Bryan Cave LLP
As a woman who has been practicing law for over 16 years I have witnessed a shift in the gender dynamics of managerial structures in both law firms and corporate organizations over my career to date. Yet this is still an industry where women regularly encounter incidences of sexism and inequality in their professional lives. I feel strongly committed to the promotion of equality for women in the legal profession. I believe that first and foremost, we need to support young women entering into what is still a largely a male dominated profession. It is important to lead by example in the mentoring and development of new talent. This is essential to the progression of commerce, the advancement of gender diversity and the increased presence of women in senior management roles and the boardrooms of tomorrow.
- Kevin Taylor
- President, Asia Middle East and Africa, British Telecommunications plc
Diversity is critical to ensure we are best placed to thrive in tomorrow’s world. Tomorrow’s customers will be the most diverse group we’ve ever worked with and it’s essential our people reflect that.
- Carlson Tong
- Chairman, Securities & Futures Commission
The clear benefit of having women and diversity in the workplace, particularly at board level, is that you have a richer set of ideas, viewpoints and perspectives. Too few women in boardrooms is a reality today. If we let things happen naturally, change will only come slowly. Narrowing the gender gap on Hong Kong corporate boards through specific change initiatives like fostering the development of women in business, so that a greater number attain positions of higher responsibility thus makes a lot of sense to me.
- Jean-Pascal Tricoire
- Chairman and CEO, Schneider Electric
Women represent fifty percent of graduates in the major countries of the world. Neglecting women in recruitment or promotion is neglecting half of the world’s brain power. Beyond this very basic motivation, I believe gender diversity is a tremendous asset and a powerful differentiator for companies. Gender balance is, like any diversity, an accelerator for innovation. The best way to think out of the box is to encourage a range of ideas. The difference women bring in the workplace is critical and adds tremendous value to the business. Finally, gender balance is essential for stability and harmony in a company. Dual-gender teams work better and with a more balanced sensitivity to issues. Women leaders often bring to the table a more mature approach to their career ambition and create a different emotional bond with their teams and peers. The more managers are open to gender differences, the more inclusive our business will be. In the end, the question is not if we should foster gender balance, but more so how it can be done. The reality is that changing mentalities is always the most complicated thing in society. Every revolution needs a lot of change management.
- Katherine Tsang
- Chairperson, Standard Chartered Bank Hong Kong Ltd
This initiative sends a signal to all of Hong Kong and the rest of the world that Hang-Seng-listed companies are embracing international best-practice standards of corporate governance. Collectively, we now have a critical mass of the most senior business leaders in Hong Kong who are committed to ensuring greater board diversity. We will continue to spread the message that diversity, particularly gender diversity, in the boardroom is a priority, and that it contributes to a company’s overall effectiveness and is therefore good for business.
- Li Tzar-kuoi Victor
- Managing Director and Deputy Chairman, Cheung Kong (Holdings) Limited
The Cheung Kong Group recognises the benefits of having a Board and an Executive Team that have a balance of skills, experience and diversity of perspectives appropriate to the requirements of the businesses of a listed company. We support the move to improve the current gender balance on Hong Kong boards and embrace initiatives in this regard that encourage gender diversity.
- Andrew Weir
- Global Chair of Building, Construction and Real Estate, KPMG
At KPMG China, we recognise the importance of difference, equality and respect as part of our ongoing commitment to diversity and inclusion. In particular, the essence of our diversity strategy is promoting workforce diversity – attracting, retaining and promoting diverse, outstanding talents to deliver high performance and growth. In the Hong Kong office, female colleagues account for around 40 percent of our partners, which reflects our inclusive workplace.
- Kelvin Wong
- Chairman, The Hong Kong Institute of Directors
- Maureen Wong
- Senior Representative of Hong Kong, BP Asia Ltd
BP is a global company and aims to have a workforce that is representative of the societies in which we operate. We work to attract, motivate, develop and retain the best talent from the diversity the world offers our ability to be competitive and to thrive globally depends on it. We believe success comes from the energy of our people. BP has set goals for gender representation in leadership positions. In addition we have set a goal to increase the number of women on the board by two by the end of 2013. In 2012 the chairman joined the 30% Club and are pleased to have also joined the 30% Club Hong Kong in its year of establishment.
- Anna Wu
- Chairperson, Mandatory Provident Fund Schemes Authority Schemes Authority and Competition Commission of the HKSAR
Many studies have shown that gender diversity and performance are positively correlated and attracting the best talents is the key to competitiveness. Women on boards provide perspectives that enable boards to make better decisions and companies to find new business opportunities. The markets in the world and the people we serve all have half women and we cannot afford to ignore half of the population.
On September 23, The Credit Suisse Research Institute launched “The CS Gender 3000 - Women in Senior Management” report which revisits their research on diversity and the structure of corporate boards.View all activity →
What our members say...
“ANZ has been promoting the importance of diversity for many years, including gender diversity. It is important to achieve it. Women hold 44% of ANZ's management roles across Asia Pacific and my leadership team are committed to improving that balance further. We're doing this through targeted actions such as ANZ's 'plus one' pledge, which has seen over 700 of ANZ's senior leaders make a personal commitment to increase the proportion of women in management by at least one as roles become available. It's not a nice thing to do, it's a business imperative supported by a growing mountain of research on the business benefits.”Gilles Planté
CEO Asia Pacific ANZ, Chairman ANZ China
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