Women on Boards Award

The 30% Club, an affiliate of Business Engage, champions the goal of achieving a minimum of 30% female representation on corporate boards to enhance board effectiveness. Research consistently demonstrates that diverse boards – both in terms of gender and skill sets – drive better decision-making, innovation, and long-term organisational success.

For the purposes of this award, a “board” refers to the formal governing body of an organisation, typically comprising executive and non-executive directors, responsible for setting the strategic direction, overseeing management’s implementation of that strategy, and ensuring accountability to stakeholders. This does not include advisory panels, management committees, or other non-governing bodies unless explicitly constituted as sub-committees of the board.

The Women on Boards Award celebrates companies that have made significant strides in transforming their boards and board sub-committees by increasing female representation while ensuring that female directors are appointed based on their expertise, experience, and contributions to strategic oversight, rather than solely on their gender. The award recognises organisations that proactively challenge themselves to build diverse, inclusive, and high-performing boards through clear policies, measurable progress, and robust pipeline development.

Criteria for entries

To ensure entries align with the award’s objectives, submissions should provide detailed, evidence-based information addressing the following:

1. Number of Non-Executive Women Directors on the Board
   • Specify the total number of board members and the number of non-executive female directors.
   • Provide a percentage of female representation on the board and highlight progress made over the past 3–5 years.
   • Include brief profiles (e.g., qualifications, experience, and tenure) of female non-executive directors to demonstrate their strategic contributions.
     
     
2. Number of Women on Board Sub-Committees
   • List all board sub-committees (e.g., audit, risk, remuneration, nomination, sustainability) and indicate the number of women serving on each.
   • Highlight leadership roles (e.g., chair or vice-chair) held by women on these sub-committees.
   • Provide examples of how female sub-committee members have influenced key decisions or outcomes.
     
     
3. Board Diversity Policy/Framework
   • Submit the organisation’s board diversity policy or framework.
   • Explain how the policy is implemented, monitored, and evaluated, including specific targets or timelines for achieving gender diversity.
   • Highlight any innovative practices or initiatives introduced to promote diversity beyond compliance requirements.
     
     
4. Pipeline Development for Female Board Members
   • Provide details of a structured, actionable plan to increase female representation on the board in the short and long term.
   • Include initiatives such as mentorship programmes, leadership development, partnerships with organisations promoting women in leadership, or succession planning explicitly targeting women.
   • Share measurable outcomes, such as the number of women identified or trained for board roles over a defined period.
     
     
5. Guidance for Strong Entries
   • Be Specific and Evidence-Based: Use data, timelines, and concrete examples to demonstrate progress and impact. Avoid vague or unsubstantiated claims.
   • Focus on Merit and Contribution: Emphasise how female directors add value through their expertise and strategic input, not merely their presence.
   • Show Transformation Over Time: Highlight the journey of board transformation, including challenges overcome and lessons learned.
   • Align with Governance Standards: Ensure the entry reflects adherence to best practices in corporate governance and regulatory requirements.