Tue 02 Jun 2026
Ethnic Minorities into Leadership Awards Categories and Criteria
1. Line Manager of the Year Award (ethnic minority only entries)
An award for an individual which recognises an outstanding ethnic minority line manager within the organisation who has demonstrated exceptional leadership qualities, management skills, and a commitment to cultivating a positive work environment and fostering culture of continuous learning and growth for their team. Nominations should indicate how the nominee meets one or more of the following criteria:
Core Criteria
Empower and support their team members to realise their full potential while connecting people to the purpose of their work
Other Criteria
Can demonstrate that the achievement has gone above and beyond the normal role
Champion learning and development for their teams and utilise evidence and customer insight to develop their own leadership skills
Encourage open discussion and constructive challenge, and create an environment where the giving and receiving of feedback is a norm
Embedding inclusive management practices within their organisation
Commitment to the wellbeing of their team members such as promoting flexible working due to childcare/a carer role, promoting a work-life balance, supporting mental health initiatives, and fostering a culture of empathy and support
Implements interventions that yield positive business outcomes for individuals and the organisation, with potential for scalability across other departments within the Civil Service/wider public sector
2. Mentor of the Year Award (ethnic minority only entries)
An award for an ethnic minority individual who has gone above and beyond as a mentor to support the growth and advancement of future ethnic minority leaders both personally and professionally across the Civil Service/wider public sector. Nominations should indicate how the nominee meets one or more of the following criteria:
Core Criteria
Provide impactful guidance and support to their mentees, leading to tangible positive outcomes
Other Criteria
Acts as a role model in promoting ethnic minority leadership with potential for scalability across other departments within the Civil Service/wider public sector
Encourage open discussion and constructive challenge, and create a trusted space where mentees can share personal and professional concerns
Seek feedback, reflect on their mentoring practices, and actively pursue opportunities for professional development to enhance their effectiveness and impact as a mentor
Mentors can demonstrate a drive to support diverse needs of ethnic minorities (e.g. needs that fall within the list of nine protected characteristics under the Equality Act 2010 - age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation, as well as social mobility) and aspirations of their ethnic minority mentees, fostering a more inclusive and empowering mentorship relationship
Support succession planning and aid in the recruitment and retention of aspiring ethnic minority leaders across the Civil Service
Testimonial from a mentee (250 words max)
3. Mental Health & Wellbeing Advocate of the Year Award (ethnic minority only entries)
An award for an individual, team or network who has demonstrated exceptional commitment and dedication to promoting mental health and wellbeing among ethnic minority colleagues within the Civil Service/wider public sector. Nominations should indicate how the nominee meets one or more of the following criteria:
Core Criteria
Creating a culture of care and educating staff in supporting one another and themselves in exceptional circumstances
Other Criteria
Has gone above and beyond to create a culture where staff feel safe in disclosing issues and seeking help
Collaborating with teams or departments to create inclusive and supportive environments that promote mental health and wellbeing for employees
Demonstrate measurable impact and positive outcomes on the mental health and wellbeing of colleagues, as evidenced by feedback and engagement metrics that indicate improved employee engagement levels
Can demonstrate the impact of, and positive outcomes from, approaching matters within the workplace from an intersectional lens (e.g. viewing aspects that fall within the list of nine protected characteristics under the Equality Act 2010 - age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation, as well as social mobility)
Interventions demonstrate positive business outcomes for individuals and the organisation, with the potential for scaling up across other departments within the Civil Service/wider public sector
4. Ally of the Year Award (non-ethnic minority only entries)
An award for an individual who has shown exemplary support towards ethnic minority colleagues, addressing race inequality and implementing materials that create a conducive environment for ethnic minorities in the Civil Service/wider public sector. Nominations should illustrate how the nominee meets the following criteria:
Core Criteria
Demonstrates proactive leadership by initiating and guiding actions to empower ethnic minority employees to realise their full potential
Other Criteria
Serves as a visible ally in advocating race equality and actively supporting the advancement of ethnic minorities in the workplace
Fosters an inclusive culture by actively challenging race inequalities and dismantling barriers to ethnic minorities participation in policies and practices, including recruitment, talent development and promotion
Engages with an intersectional approach in addressing the unique challenges faced by ethnic minorities from various marginalised identities (e.g. aspects that fall within the list of nine protected characteristics under the Equality Act 2010 - age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation, as well as social mobility)
Shows measurable positive outcomes resulting from their action to promote ethnic minority inclusion, with potential for scalability across other departments within the Civil Service/wider public sector
Takes proactive measures to combat bullying, harassment, and discrimination against ethnic minority employees
Applies evidence-based strategies and customer insights to enhance the experience of ethnic minority employees and service users within the organisation
5. Race Network of the Year Award (ethnic minority only entries)
An award for a Race Network which has been able to demonstrate impact in supporting ethnic minority staff 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:
Core Criteria:
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 (e.g. consider two or more aspects that fall within the list of nine protected characteristics under the Equality Act 2010 - age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation, as well as social mobility)
• 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 across other departments within the Civil Service/wider public sector
6. Exceptional Programme of the Year Award (ethnic minority only entries)
An award for an individual/team that has applied their skills and expertise in a range of fields to deliver an exceptional programme that has made a tangible difference – whether to citizens, internal teams, or other parts of the organisation. Nominations should indicate how the nominee meets one or more of the following criteria:
Core Criteria
Demonstrate how the initiative has effectively leveraged diverse skills and expertise to address a significant challenge or opportunity, either externally (citizens/public) or internally (within the Civil Service or public sector teams)
Other Criteria
Collaborates with others to innovate and develop workable solutions, and develop practical people-focused solutions
The programme can demonstrate a commitment to promoting diversity and inclusion
Applies evidence and user insight – whether from citizens or internal stakeholders – to tackle issues effectively
Shows measurable impact achieved on target audience, with potential for scalability and replication across other departments within the Civil Service/wider public sector
7. Emerging Leader of the Year Award (ethnic minority only entries)
An award recognising the potential of an ethnic minority who is in one to five years of their Civil Service/public sector career. Nominations should indicate how the nominee meets one or more of the following criteria:
Core Criteria
Demonstrate the nominee’s capacity to excel in their future career
Other Criteria
Outstanding commitment to their work, their own learning and development, including building relationships and developing qualities that will help them thrive
Showcase specific achievements that contributed to wider industry or organisational goals which go above and beyond
Testimonial from the nominee’s line manager (250 words max)
8.Inclusive Leadership of the Year Award
An award for an individual, team or network who takes leading action to remove workplace barriers for ethnic minority colleagues, improve the working experience and engagement levels of ethnic minority employees, and create an environment where ethnic minority civil servants/public sector workers feel a sense of belonging and can be their authentic selves, or who show excellence in the delivery of services to ethnic minority employees. This award recognises those who actively shape inclusive cultures and improve lived experience through visible leadership, collaboration, and advocacy, rather than through formal HR or people function responsibility. Nominations should indicate how the nominee meets one or more of the following criteria:
Core Criteria
Can demonstrate key actions and interventions in the building of an inclusive culture.
Other Criteria
Can demonstrate that the achievement has gone above and beyond the normal role
Can demonstrate the impact of, and positive outcomes from, leading through an intersectional lens (e.g. considering two or more aspects that fall within the list of nine protected characteristics under the Equality Act 2010 — age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation, as well as social mobility)
Can demonstrate impact from their inclusive leadership behaviours, actions, or interventions for individuals and the organisation, and can demonstrate the potential for scaling up or adapting initiatives across other parts of the Civil Service/wider organisation
Creates visible and lasting cultural change through influence, role-modelling, collaboration, and advocacy for inclusive practice
Encourages open dialogue, constructive challenge, and meaningful use of feedback to strengthen inclusion, belonging, and psychological safety for ethnic minority colleagues
Can demonstrate that the initiative or new practice/s leave a lasting legacy
9. HR Leader of the Year Award (ethnic minorities only entries)
An award for an ethnic minority HR professional or people leader who has demonstrated outstanding leadership in shaping inclusive people strategies, improving employee experience, and driving organisational impact across the Civil Service/wider public sector. This award recognises individuals who have championed progressive HR practices, supported workforce
development, and created environments where ethnic minorities and diverse talent can thrive. Nominations should indicate how the nominee meets one or more of the following criteria:
Core Criteria
Demonstrates strategic leadership in delivering people-focused initiatives, policies, or interventions that improve organisational culture, employee experience, and enable ethnic minorities to realise their full potential.
Other Criteria
Has gone above and beyond their normal role to champion inclusive and people-centred organisational change
Demonstrates exceptional leadership in areas such as talent development, workforce planning, organisational development, recruitment, retention, wellbeing, or employee engagement
Creates and embeds inclusive HR policies and practices that remove barriers and improve outcomes for ethnic minorities and underrepresented groups
Applies evidence, workforce insight, and employee feedback to shape effective people strategies and interventions
Demonstrates measurable positive outcomes for individuals and the organisation, with potential for scalability or replication across other departments within the Civil Service/wider public sector
Collaborates effectively with senior leaders, networks, unions, or external partners to deliver impactful people solutions
Champions learning, leadership development, and career progression opportunities for female employees and future leaders
Demonstrates an intersectional approach in addressing workforce challenges (e.g. considering aspects that fall within the nine protected characteristics under the Equality Act 2010, as well as social mobility)
Cultivates a culture of wellbeing, psychological safety, and belonging where employees feel supported to thrive personally and professionally
Leaves a lasting legacy through sustainable people practices, cultural transformation, or long-term workforce improvements
10. Ethnic Minority Leader of the Year Award (ethnic minority only entries)
An award for an ethnic minority leader who has shown demonstrable long service, either continuous or cumulative, within the Civil Service/wider public sector and who has left a legacy championing inclusion for ethnic minorities. This award is also open to former ethnic minority leaders across these sectors. Nominations should indicate how the nominee meets one or more of the following criteria:
Core Criteria
Initiating and leading positive actions or interventions to enable talented ethnic minority employees realise their full potential
Other Criteria
Acts as a role model, sponsor or ally in enabling ethnic minority individuals to thrive at all points in their career
Creates an inclusive culture by challenging inequalities, barriers, and bias in the application of policy towards ethnic minorities. For example: inclusive recruitment, talent development, performance management, career development and promotion, or in customer service delivery
Cultivating a culture of care, which enables staff to support one another and themselves in exceptional circumstances
Can demonstrate the impact of, and positive outcomes from, taking an intersectional approach (e.g. consider two or more aspects that fall within the list of nine protected characteristics under the Equality Act 2010 - age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation, as well as social mobility)
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/wider public sector
Takes steps to eliminate or reduce incidents of bullying, harassment or discrimination against ethnic minority employees or service users
Applies evidence and customer insight to tackle issues effectively to improve service user experience
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