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The Brilliant Team Contribution Award - NEW

An award for an individual, team, group or network (but is not limited to) initiating and leading action(s) to remove barriers, improve the working experience and engagement levels of employees and create an environment where individuals feel a sense of belonging, can be their authentic selves, and feel that they have a voice in their teams and organisations, or demonstrating excellence in the delivery of services to employees. Nominations should indicate how the nominee meets one or more of the following criteria:

Lead Element:

Can demonstrate impact as a team arising from their inclusive behaviour interventions for individuals and the organisation, and can demonstrate the potential for scaling up or demonstrating initiatives for other parts of the Civil Service.

Other Criteria:

Can demonstrate that the achievement has gone above and beyond the normal role.
Can demonstrate the impact of, and positive outcomes from, an intersectional approach (viewing personal demographics such as age, ethnicity, sexual orientation, social mobility, disability and gender in combination instead of in isolation).
The whole team has demonstrated voice, belonging and authenticity.
Doing things differently by incorporating D&I values and behaviours in the way that they work which results in a positive impact on organisational culture.
Can demonstrate that initiative or new practice(s) leave a lasting legacy.

The Impact on the Citizen Award - NEW

An award for an individual, team, group or network initiating and leading action to remove barriers and improve the impact of public facing policy or demonstrating excellence in the delivery of services to all citizens. Nominations should indicate how the nominee meets one or more of the following criteria:

Lead Element:

Demonstrates that innovative approaches have been used which have resulted in a step up from business as usual and have delivered real benefits to the citizen.

Other Criteria:

Demonstrates commitment to ensuring that D&I principles are core to their area of work.
Can show evidence of better outcomes in policy and service delivery as a result of a focus on D&I principles.
Can demonstrate the impact of, and positive outcomes from, an intersectional approach (viewing personal demographics such as age, ethnicity, sexual orientation, social mobility, disability and gender in combination instead of in isolation).
Can demonstrate positive outcomes arising from their interventions for citizens and the organisation and can demonstrate the potential for scaling up or demonstrating initiatives for other parts of the Civil Service.
Takes steps to share impact that has been made beyond the immediate team or work area.
Can demonstrate that the initiative or new practice(s) leaves a lasting legacy.

The Unsung Hero Award - NEW

A special recognition award for an individual Civil Servant (as opposed to a Champion). By initiating and leading action to remove barriers to attract and improve the working experience and engagement levels of employees, or demonstrating excellence in the delivery of services to individuals or people. Nominations should indicate how the nominee meets one or more of the following criteria:

Lead Element:

Can demonstrate key actions and interventions in the building of an inclusive culture.

Other Criteria:

Leads positive actions and interventions to enable all team members to achieve their potential and can demonstrate positive outcomes arising from these for individuals and/or the organisation.
Acts as a role model or ally in building an inclusive culture for all and with honesty, integrity, impartiality and objectivity.
Can demonstrate the impact of, and positive outcomes from, an intersectional approach (viewing personal demographics such as age, ethnicity, sexual orientation, social mobility, disability and gender in combination instead of in isolation).
Can demonstrate key actions and interventions in the building of an inclusive culture.
Collaborates with others to innovate and develop workable solutions.

The Advancing Age and/or Carers Inclusion Award - NEW

An award for an individual, team, group or network initiating and leading action to remove barriers and improve the working experience and engagement levels of employees, or demonstrating excellence in the delivery of services to people of all ages and/or carers. Nominations should indicate how the nominee meets one or more of the following criteria:

Lead Element:

Creates an inclusive culture by challenging age and/or carers’ related inequalities in the application of policy. For example: inclusive recruitment, talent development, performance management, career development and promotion, or in customer service delivery.

Other Criteria:

Leads positive actions or interventions to enable talented employees of all ages and/or with caring responsibilities to realise their full potential.
Acts as a role model or ally in championing age and/or carers inclusion.
Can demonstrate the impact of, and positive outcomes from, an intersectional approach (viewing personal demographics such as age, ethnicity, sexual orientation, social mobility, disability and gender in combination instead of in isolation).
Takes steps to eliminate or reduce incidents of bullying, harassment or discrimination against employees or service users of all ages or those who are carers.
Can demonstrate positive outcomes arising from their interventions for individuals and the organisation, and can demonstrate the potential for scaling up or for initiatives for other parts of the Civil Service.
Applies evidence and customer insight to tackle issues effectively and to improve service user experience.

The Cabinet Secretary’s Year of Inclusion Award

An award for an individual, team, group or network initiating and leading action to build inclusion for groups not likely to be covered by the five strand specific awards, or undertaking action to promote inclusion of multiple groups. Nominations should indicate how the nominee meets one or more of the following criteria:

Lead Element:

Acts as a role model or ally in championing and building a more inclusive Civil Service, such as championing behaviours that build a more inclusive culture for everyone and/or stamping out behaviours which are not tolerated.

Other Criteria:

Takes steps to make the Civil Service a better place for everyone to work by leading positive action or interventions to enable talented employees from underrepresented groups to realise their full potential.
Takes steps to embed inclusion in the application of policy. For example: inclusive recruitment, talent development, performance management, career development and promotion etc., or customer service delivery.
Can demonstrate the impact of, and positive outcomes from, an intersectional approach (viewing personal demographics such as age, ethnicity, sexual orientation, social mobility, disability and gender in combination instead of in isolation).
Can demonstrate positive outcomes arising from their interventions for individuals and the organisation, and can demonstrate the potential for scaling up or demonstrating initiatives for other parts of the Civil Service.
Applies evidence and customer insight to tackle issues effectively.

The Advancing Faith and Belief Inclusion Award

An award for an individual, team, group or network initiating and leading action to remove barriers and improve the working experience and engagement levels of employees of all faiths and beliefs, or demonstrating excellence in the delivery of services to people of all faiths and beliefs. Nominations should indicate how the nominee meets one or more of the following criteria:

Lead Element:

Acts as a role model or ally through positive actions and interventions to raise the profile of faith and belief and increase faith literacy in the Civil Service and demonstrate why it is important, including by promoting dialogue and understanding within and between faiths and beliefs and how this will improve service user experience.

Other Criteria:

Creates an inclusive culture where people of different faiths, beliefs, and non-belief feel able to bring this aspect of themselves into work, confident in the knowledge that they will be valued for who they are and supported in their religious practice.
Leads positive actions or interventions to ensure that the practice of a faith or belief is not a barrier to talented employees or service users realising their full potential.
Can demonstrate positive outcomes arising from their interventions for individuals and the organisation, and can demonstrate the potential for scaling up or demonstrating initiatives for other parts of the Civil Service.
Can demonstrate the impact of, and positive outcomes from, an intersectional approach (viewing personal demographics such as age, ethnicity, sexual orientation, social mobility, disability, faith and belief and gender in combination instead of in isolation).
Takes steps to eliminate or reduce incidents of bullying, harassment or discrimination against employees or service users on grounds of faith or belief.

The Advancing Gender Equality Award

An award for an individual, team, group or network initiating and leading action to remove barriers and improve the working experience and engagement levels of employees, or demonstrating excellence in the delivery of services to all genders. Nominations should indicate how the nominee meets one or more of the following criteria:

Lead Element:

Leads positive actions or interventions to enable talented employees of all genders to realise their full potential.

Other Criteria:

Acts as a role model, sponsor or ally in championing gender equality.
Creates an inclusive culture by challenging gender inequalities, barriers, bias in the application of policy. For example: inclusive recruitment, talent development, performance management, career development and promotion, or in customer service delivery.
Can demonstrate the impact of, and positive outcomes from, an intersectional approach (viewing personal demographics such as age, ethnicity, sexual orientation, social mobility, disability and gender in combination instead of in isolation).
Can demonstrate positive outcomes arising from their interventions for individuals and the organisation, and can demonstrate the potential for scaling up or demonstrating initiatives for other parts of the Civil Service.
Takes steps to eliminate or reduce incidents of bullying, harassment or discrimination against employees or service users of all genders.
Applies evidence and customer insight to tackle issues effectively to improve service user experience.

The Advancing LGBTI+ Inclusion Award

An award for an individual, team, group or network initiating and leading action to remove barriers and improve the working experience and engagement levels of LGBTI+ employees, or demonstrating excellence in the delivery of services to LGBTI+ people. Nominations should indicate how the nominee meets one or more of the following criteria:

Lead Element:

Acts as a role model or ally in championing LGBTI+ issues, proactively raising awareness of the issues for and experiences of LGB&TI civil servants.

Other Criteria:

Leads positive actions or interventions to improve services to LGBTI+ citizens.
Proactively contributes to a culture where LGBTI+ civil servants feel included, safe and supported.
Leads positive actions or interventions to enable talented LGBTI+ employees to realise their full potential.
Can demonstrate the impact of, and positive outcomes from, an intersectional approach (viewing personal demographics such as age, ethnicity, sexual orientation, social mobility, disability and gender in combination instead of in isolation).
Takes proactive steps to challenge and address bullying, harassment or discrimination against LGBTI+ employees.
Takes proactive steps to increase sexual orientation reporting rates in their team, department or organisation or across the Civil Service.
Can demonstrate positive outcomes arising from their interventions for individuals and the organisation, and can demonstrate the potential for scaling up or demonstrating initiatives for other parts of the Civil Service.

The Advancing Race Equality Award

An award for an individual, team, group or network initiating and leading action to remove barriers and improve the working experience and engagement levels of ethnic minority employees, or demonstrating excellence in the delivery of services to ethnic minority people.Nominations should indicate how the nominee meets one or more of the following criteria:

Lead Element:

Leads positive actions or interventions to enable talented ethnic minority employees or service users to realise their full potential.

Other Criteria:

Creates an inclusive culture by challenging race inequalities, barriers and bias in the application of policy. For example: inclusive recruitment, talent development, performance management, career development and promotion etc, or in customer service delivery.
Acts as a role model or ally in championing ethnic diversity.
Can demonstrate the impact of, and positive outcomes from, an intersectional approach (viewing personal demographics such as age, ethnicity, sexual orientation, social mobility, disability and gender in combination instead of in isolation).
Takes steps to eliminate or reduce incidents of bullying, harassment or discrimination against ethnic minority employees or service users.
Can demonstrate positive outcomes arising from their interventions for ethnic minority individuals and the organisation, and can demonstrate the potential for scaling up or demonstrating initiatives for other parts of the Civil Service.
Applies evidence and customer insight to tackle issues effectively to improve service user experience.

The Advancing Social Mobility Inclusion Award

An award for an individual, team, group or network initiating and leading action to remove barriers to attract and improve working experience and engagement levels of employees from a lower socio-economic background, or demonstrating excellence in the delivery of services to people from a lower socio-economic background. Nominations should indicate how the nominee meets one or more of the following criteria:

Lead Element:

Leads positive actions or interventions to enable talented employees from a lower socio economic background to realise their full potential.

Other Criteria:

Acts as a role model or ally in advancing social mobility and socio-economic diversity issues.
Creates an inclusive culture by challenging inequalities, barriers and bias in the application of policy. For example: inclusive recruitment, talent development, performance management, career development and promotion etc, or in customer service delivery for people from a lower socio-economic background.
Takes steps to eliminate or reduce incidents of bullying, harassment or discrimination against employees or service users from a lower socio-economic background.
Takes proactive steps to increase socio-economic background declaration rates in their team, department or organisation or across the Civil Service.
Can demonstrate the impact of, and positive outcomes from, an intersectional approach (viewing personal demographics such as age, ethnicity, sexual orientation, social mobility, disability and gender in combination instead of in isolation).
Can demonstrate positive outcomes arising from their interventions for individuals and the organisation and can demonstrate the potential for scaling up or demonstrating initiatives for other parts of the Civil Service.
Demonstrates a cross-government and/or cross-sector leadership approach to socio-economic diversity, engaging others to promote best practice, build relationships and enable change with other organisations.
Applies evidence and customer insight to tackle issues effectively.

The Advancing Disability Inclusion Award

An award for an individual, team, group or network initiating and leading action to remove barriers to attract and improve working experience and engagement levels of employees with a disability or demonstrating excellence in the delivery of services to disabled people. Nominations should indicate how the nominee meets one or more of the following criteria.

Lead Element:

Creates an inclusive culture by challenging disability inequalities, barriers and bias in the application of policy. For example: inclusive recruitment, talent development, performance management, career development, promotion and implementing appropriate, high quality and cost effective workplace adjustments etc., or in customer service delivery.

Other Criteria:

Leads positive actions or interventions enabling disabled employees to realise their full potential and be fully included in their workplace.
Acts as a role model or ally in advancing disability inclusion.
Can demonstrate the impact of, and positive outcomes from, an intersectional approach (viewing personal demographics such as age, ethnicity, sexual orientation, social mobility, disability and gender in combination instead of in isolation).
Takes steps to eliminate or reduce incidents of bullying, harassment or discrimination against disabled employees or service users.
Can demonstrate positive outcomes arising from their interventions for individuals and the organisation, and can demonstrate the potential for scaling up or demonstrating initiatives for other parts of the Civil Service.
Applies evidence and customer insight to tackle issues effectively to improve employee or service user experience.

The Employee Network Excellence Award

An award for the Network which has been able to demonstrate its impact in shaping and driving the Diversity & Inclusion agenda; and demonstrated the sustained value it has added to the business. Nominations should indicate how the nominee meets one or more of the following criteria:

Lead Element:

Empowers and supports its members to realise their full potential.

Other Criteria:

Collaborates with others to innovate and develop workable solutions.
Can demonstrate the impact of, and positive outcomes from, an intersectional approach (viewing personal demographics such as age, ethnicity, sexual orientation, social mobility, disability and gender in combination instead of in isolation).
Applies evidence and customer insight to tackle issues effectively.
Helps deepen understanding between different diversity groups and how opportunities and challenges may intersect.
Engages with and utilises senior champions to ensure pace, focus and direction.
Interventions demonstrate positive business outcomes for individuals and the organisation, with the potential for scaling up for other parts of the department/Civil Service.

Categories | Diversity & Inclusion Awards

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