Thu 28 May 2026
1. Line Manager of the Year Award (women only entries)
An award for an individual which recognises an outstanding female 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 (women only entries)
An award for a female individual who has gone above and beyond as a mentor to support the growth and advancement of future female 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 female 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 (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 female mentees, fostering a more inclusive and empowering mentorship relationship
- Support succession planning and aid in the recruitment and retention of aspiring female leaders across the Civil Service
Optional - Testimonial from a mentee (250 words max)
3. Mental Health & Wellbeing Advocate of the Year Award (women only entries)
An award for an individual, team or network who has demonstrated exceptional commitment and dedication to promoting mental health and wellbeing among female 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 (men only entries)
An award for a male individual who has shown exemplary support towards female colleagues, addressing the gender imbalance and implementing materials that create a conducive environment for women 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 female employees to realise their full potential
Other Criteria
- Serves as a visible ally in advocating for gender equality and actively supporting the advancement of women in the workplace
- Fosters an inclusive culture by actively challenging gender biases and dismantling barriers to female participation in policies and practices, including recruitment, talent development and promotion
- Engages with an intersectional approach in addressing the unique challenges faced by women 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 female 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 female employees
- Applies evidence-based strategies and customer insights to enhance the experience of female employees and service users within the organisation
5. Women’s Network of the Year Award (women only entries)
An award for a Women’s Network which has been able to demonstrate impact in supporting female 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 (women 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 (women only entries)
An award recognising the potential of a female 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
Optional - 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 demonstrates outstanding inclusive leadership through their behaviours, influence, and actions that create environments where women and colleagues from diverse backgrounds can thrive, belong, and progress. 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.
Core Criteria
- Demonstrates consistent and visible inclusive leadership behaviours and actions that build belonging, remove barriers, and improve inclusion and engagement for women and/or underrepresented groups.
Other Criteria
- Demonstrates inclusive leadership through actions and initiatives that build psychological safety, respect, and equity within teams, networks, or across the organisation
- Goes beyond their formal role to challenge bias, inequity, and exclusion in behaviours, decisions, and ways of working
- Creates visible and lasting cultural change through influence, role-modelling, and advocacy for inclusive practice
- Delivers measurable impact from inclusive leadership actions or initiatives (e.g. improved engagement, participation, progression, wellbeing, or retention outcomes)
- Works across teams, departments, or networks to embed inclusive ways of working and shared accountability for culture
- Applies an intersectional approach when identifying and addressing barriers faced by colleagues (considering protected characteristics under the Equality Act 2010 as well as social mobility)
- Encourages open dialogue, constructive challenge, and meaningful use of feedback to strengthen inclusion and belonging
- Demonstrates the potential for inclusive approaches to be replicated or scaled across other parts of the Civil Service/wider public sector
- Leaves a clear and sustained legacy of improved inclusion, belonging, and cultural change
9. HR Leader of the Year Award (women only entries)
An award for a female 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 women 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 women 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 women 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. Woman of the Year Award (women only entries)
An award for a female 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 women. This award is also open to former female 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 female employees realise their full potential
Other Criteria
- Acts as a role model, sponsor or ally in enabling women to thrive at all points in their career
- Creates an inclusive culture by challenging inequalities, barriers, and bias in the application of policy towards women. 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 women employees or service users
- Applies evidence and customer insight to tackle issues effectively to improve service user experience
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