Driving Malaysia’s Board Diversity Agenda: Insights from the 30% Club Board Awareness Program
The recent 30% Club Malaysia Board Awareness Program, hosted by the Employees Provident Fund (EPF), brought together more than 80 senior women leaders from across the corporate and public sectors. The program, co-developed with the Institute of Corporate Directors Malaysia (ICDM), is one of four signature initiatives under the 30% Club ecosystem designed to accelerate Malaysia’s progress toward 30% women on boards and senior leadership teams.
Regulators and Strategic Partners Driving Momentum
In her address, Puan Nurul Ain Abdul Latif, Chair of the 30% Club Malaysia and Partner at PwC, highlighted the critical role of regulators and strategic partners—such as SC, Bursa, ICDM and leadership development institutions—in aligning governance expectations with the nation’s diversity targets.
EPF’s Chief Financial Officer, Mohamad Hafiz Kassim, reinforced how diversity, equity and inclusion (DEI) have become a core factor in investment decisions, organisational stewardship, and long-term value creation. This message is increasingly reflected in global capital markets, where investor expectations are shifting toward sustainable governance and diverse leadership.
A Data-Driven Look at Malaysia’s Progress
Insights presented during the program showed that Malaysia continues to make meaningful strides in board diversity:
- The percentage of women on the boards of Top 100 PLCs continues to rise as more companies meet or exceed the 30% threshold.
- In the broader market of all listed companies, representation is also climbing steadily, supported by policy direction and market expectations
- Board sourcing trends from ICDM show increasing demand for directors with competencies in risk governance, digital transformation, ESG, and regional strategic experience, signalling a shift toward more robust, future-ready boards.
- The ICDM Board Positioning Matrix highlights that talent pools are expanding, yet more women leaders need strategic visibility and board readiness pathways to remain “on the radar.”
The program also showcased ICDM’s Aspiring Directors Immersion Programme (ADIP®) and other structured pathways that support director preparedness, competency development, and board placement opportunities.
CnetG Asia’s Role in the Systemic Push for Board Diversity
As a strategic partner of the 30% Club Malaysia and a member of the Steering Committee, CnetG Asia continues to contribute to the conceptual design and rollout of the Club’s long-term strategy. Our work spans board resume masterclasses, mentoring initiatives, and the development of insights that support policy direction and corporate governance enhancement.
The Board Awareness Program plays a critical role in strengthening the pipeline of women leaders who are not only board-ready, but also aligned with the competencies demanded by evolving market conditions.
At the heart of this momentum is a network of dedicated volunteers who orchestrate these programs with precision and commitment—underscoring that systemic impact can be achieved when business leaders, regulators, and industry partners collaborate with shared purpose.
Looking Ahead
With Malaysia positioning itself to be the first ASEAN country to achieve 30% women on boards, it is clear that multi-stakeholder collaboration, capability development, and intentional talent visibility will be critical enablers in accelerating progress.
CnetG Asia remains fully committed to supporting this mission through executive search, board advisory, and leadership development initiatives that empower organisations to build diverse, future-ready leadership teams.
As Southeast Asia continues to grow as a hub for investment, innovation, and digital transformation, the demand for cross-border leadership is on the rise. Companies are no longer seeking just local champions — they need regional leaders who can operate across diverse cultures, markets, and regulatory environments.
At CnetG, we’re seeing an increasing number of organizations seek leaders with regional or global exposure. Here’s what boards and decision-makers need to consider:
1. Cross-Cultural Agility is Essential
Effective regional leaders must navigate varying team dynamics, work ethics, and communication styles. Assessing emotional intelligence and cultural adaptability is as crucial as evaluating technical competencies.
2. Regulatory Complexity Requires Experience
From labor laws in Indonesia to data privacy in Singapore, the regulatory landscape varies dramatically across Southeast Asia. Leaders must possess or quickly develop regulatory fluency in each market they oversee.
3. Mobility and Hybrid Readiness are Non-Negotiables
With hybrid and remote work becoming the norm, leaders must be able to manage distributed teams while maintaining visibility and cohesion. Experience managing across time zones and geographies is a new benchmark.
4. The Talent Pool is Global, but Context Matters
While international candidates may bring expertise, contextual understanding of Southeast Asia remains vital. We look for leaders who balance global thinking with local relevance.
CnetG’s Edge in Cross-Border Searches
Our deep presence in the region, cultural insight, and cross-industry experience make us uniquely positioned to identify and place leaders who thrive across borders. We don’t just source resumes — we source transformation-ready leadership.
Conclusion:
Cross-border leadership is no longer a luxury — it’s a necessity. Boards must rethink their executive hiring strategy with this new reality in mind, and choose partners who understand the nuances of the region.