The nomination should, where relevant, highlight:

• The network’s purpose, the employees or communities it represents and the workplace needs or barriers it seeks to address.
• Meaningful activities, campaigns, events or initiatives delivered during the past 12 months, supported by specific examples.
• How the network has amplified employees’ voices, strengthened community and created a greater sense of inclusion and belonging.
• Evidence of how the network has influenced organisational policies, workplace practices, leadership decisions or the wider employee experience.
• How the network has engaged and supported its members, built allyship and collaborated with senior leaders or other employee networks.
• Measurable outcomes, participation levels, member feedback or other indicators demonstrating the network’s reach and impact.
• How the network has created meaningful, sustainable change for its members and the wider organisation.

This category is not open to LGBTQIA+, Ability, Women’s or Ethnicity Networks, which must enter their dedicated category.

The nomination should, where relevant, highlight:

• How the LGBTQIA+ Network represents, supports and amplifies the voices of LGBTQIA+ colleagues.
• Meaningful activities, campaigns, events or initiatives delivered by the network during the past 12 months, supported by specific examples.
• How the network has challenged discrimination, increased LGBTQIA+ visibility and helped remove barriers within the workplace.
• Evidence of how the network has influenced organisational policies, workplace practices, leadership decisions or employee experiences.
• How the network has engaged its members, strengthened allyship and collaborated with senior leaders or other employee networks.
• Measurable outcomes, participation levels, member feedback or other indicators demonstrating the network’s reach and impact.
• How the network has strengthened belonging and created meaningful, sustainable change for LGBTQIA+ colleagues and the wider organisation.

The nomination should, where relevant, highlight: 

• How the Ability Network represents, supports and amplifies the voices of disabled and neurodivergent colleagues and those with long-term health conditions. 
• Meaningful activities, campaigns, events or initiatives delivered by the network during the past 12 months, supported by specific examples. 
• How the network has improved accessibility, raised awareness and helped remove physical, digital, cultural or workplace barriers. 
• Evidence of how the network has influenced organisational policies, practices, facilities or employee experiences. 
• How the network has engaged its members, allies, senior leaders and other stakeholders to advance disability and neurodiversity inclusion.
• Measurable outcomes, participation levels, member feedback or other indicators demonstrating the network’s reach and impact. 
• How the network has created meaningful, sustainable improvements that enable colleagues of all abilities to feel valued, supported and empowered to thrive.

The nomination should, where relevant, highlight:

• How the Women’s Network represents, supports and amplifies the voices and experiences of women across the organisation.
• Meaningful activities, campaigns, events or initiatives delivered by the network during the past 12 months, supported by specific examples.
• How the network has addressed gender inequality, challenged bias and helped remove barriers affecting women’s recruitment, development, progression or retention.
• Evidence of how the network has influenced organisational policies, workplace practices, leadership decisions or the wider employee experience.
• How the network has provided women with access to support, resources, mentoring, networking or professional development opportunities.
• How the network has engaged its members, senior leaders and allies to advance gender equity and create shared responsibility for change.
• Measurable outcomes, participation levels, member feedback or other indicators demonstrating the network’s reach and impact.
• How the network has improved representation, strengthened belonging and created meaningful, sustainable change for women in the workplace.

The nomination should, where relevant, highlight: 

• How the Ethnicity Network represents, supports and amplifies the voices of colleagues from ethnic and racialised communities.
• Meaningful activities, campaigns, events or initiatives delivered by the network during the past 12 months, supported by specific examples.
• How the network has challenged racial inequality, addressed workplace barriers and promoted greater cultural awareness and understanding.
• Evidence of how the network has influenced organisational policies, practices, leadership decisions or employee experiences.
• How the network has engaged its members, allies, senior leaders and other employee networks to advance racial equity and inclusion.
• Measurable outcomes, participation levels, member feedback or other indicators demonstrating the network’s reach and impact.
• How the network has improved representation, strengthened belonging and created meaningful, sustainable organisational change.

The nomination should, where relevant, highlight: 

• How the team has worked collaboratively to embed equality, diversity, inclusion and belonging across the organisation.
• Meaningful strategies, programmes or initiatives developed and delivered by the team during the past 12 months, supported by specific examples. 
• How the team has engaged senior leaders, employees, networks or other stakeholders to create shared responsibility for inclusion. 
• Evidence of how its work has improved representation, removed barriers and created more equitable opportunities and experiences. 
• Measurable outcomes, benchmarks and success metrics that demonstrate the reach, effectiveness and impact of the team’s work. 
• How the team has introduced innovative approaches, influenced organisational culture and created meaningful, sustainable change.

The nomination should (where relevant) highlight:

• A demonstrable commitment to fostering a culture of inclusivity, equity, and belonging within the chosen category.
• Evidence of meaningful initiatives and transformative actions delivered in the past 12 months, with illustrative examples.
• Quantifiable outcomes, benchmarks, and success metrics that validate progress and impact.
• Clear evidence of how the work or initiative has advanced representation, broken down barriers, and driven sustainable change in Equality, Diversity, and Inclusion.

The nomination should highlight: 

• How the athlete has used their profile, influence or sporting platform to champion positive social change. 
• Meaningful campaigns, initiatives or actions they have supported or led during the past 12 months. 
• Clear examples of the impact their work has had on individuals, communities or wider society. 
• Evidence of how they have challenged inequality, broken down barriers, improved representation or inspired others to take action. 
• Where possible, measurable outcomes that demonstrate the reach, progress and lasting impact of their contribution.

The nomination should, where relevant, highlight: 

• How the individual has used their voice, influence or platform to champion equality, diversity and inclusion in the workplace, through the media or across wider society. 
• Meaningful initiatives, campaigns, advocacy or actions they have led or supported during the past 12 months. 
• Specific examples of how they have challenged inequality, raised awareness, improved representation or influenced positive change. 
• Evidence of the reach and impact of their work, including measurable outcomes, feedback or other indicators of success. 
• How they have inspired, empowered or encouraged others to embrace inclusion and take meaningful action. 
• The lasting contribution their work has made to removing barriers and creating a fairer, more equitable and inclusive culture.

The nomination should, where relevant, highlight:

• How the individual has actively championed diversity, equity and inclusion and challenged inequality or discrimination.
• Evidence of meaningful campaigning, advocacy, leadership or action undertaken during the past 12 months.
• Specific examples of how their work has broken down barriers, improved representation or created positive change for individuals or communities.
• The measurable outcomes, reach or impact of their work, including any lasting improvements achieved.
• How they have inspired, influenced or empowered others to take action and contribute to a fairer and more inclusive society.

The nomination should, where relevant, highlight: 

• How the individual has provided clear vision, leadership and strategic direction for diversity, equity, inclusion and belonging within their organisation. 
• Significant strategies, policies, programmes or initiatives they have led or influenced during the past 12 months, supported by specific examples.
• How they have secured senior-level commitment, investment and accountability while engaging employees and stakeholders across the organisation.
• Evidence of how their leadership has improved representation, removed barriers and created more equitable opportunities and workplace experiences.
• Measurable outcomes, benchmarks and success metrics demonstrating the impact and progress achieved under their leadership.
• How they have influenced organisational culture, inspired others and embedded meaningful, sustainable change.

The nomination should (where relevant) highlight:

• A demonstrable commitment to fostering a culture of inclusivity, equity, and belonging within the chosen category.
• Evidence of meaningful initiatives and transformative actions delivered in the past 12 months, with illustrative examples.
• Quantifiable outcomes, benchmarks, and success metrics that validate progress and impact.
• Clear evidence of how the work or initiative has advanced representation, broken down barriers, and driven sustainable change in Equality, Diversity, and Inclusion.
  

The nomination should, where relevant, highlight:

• How diversity, equity, inclusion and belonging are embedded across the organisation, from senior leadership to the wider workforce.
• Clear evidence of leadership commitment, accountability and investment in achieving meaningful and sustainable progress.
• Significant policies, programmes or initiatives delivered during the past 12 months, supported by specific examples.
• How the organisation has improved representation, removed barriers and created equitable opportunities for employees at every level.
• Measurable outcomes, benchmarks and success metrics demonstrating the impact of its work on employees, customers, communities and other stakeholders.
• How the organisation is building a lasting culture of inclusion and influencing positive change within its industry or wider society.

The nomination should, where relevant, highlight:

• The socio-economic barriers or inequalities the organisation or initiative was established to address.
• Meaningful programmes, policies or activities delivered during the past 12 months to widen access to education, employment, development or career progression.
• How the work has reached, supported and empowered people from less-advantaged socio-economic backgrounds.
• Evidence of how recruitment, progression or leadership pathways have been made more accessible and equitable.
• Measurable outcomes, benchmarks, participant feedback or other indicators demonstrating the initiative’s reach, effectiveness and impact.
• How the organisation has engaged employees, leaders, educational institutions, community partners or other stakeholders to advance social mobility.
• How the work has removed systemic barriers, improved representation and created meaningful, sustainable change.

The nomination should, where relevant, highlight: 

• The purpose of the initiative, the challenges it was created to address and the countries, regions or communities it reached. 
• How the initiative promoted diversity, equity, inclusion and belonging across different cultures, locations and business environments. 
• Evidence of meaningful activity delivered during the past 12 months, with clear examples of how the initiative was implemented globally. 
• How the organisation balanced a consistent global vision with the needs, experiences and cultural contexts of local communities.
• Measurable outcomes, benchmarks and success metrics demonstrating the initiative’s reach, effectiveness and impact worldwide.
• How the initiative improved representation, removed barriers and created meaningful, sustainable change for employees, customers, communities or wider business audiences.

The nomination should, where relevant, highlight:

• How the charity or not-for-profit has demonstrated a clear and sustained commitment to advancing diversity, equity and inclusion.
• Meaningful programmes, campaigns, services or initiatives delivered during the past 12 months, with specific examples.
• How the organisation has supported underrepresented or marginalised communities, challenged inequality and helped remove barriers.
• Evidence of the reach and impact of its work, including measurable outcomes, beneficiary feedback or other indicators of success.
• How its work has created sustainable change, strengthened communities or influenced wider attitudes, practices or policy.

The nomination should, where relevant, highlight: 

• How the project places diversity, equity, inclusion and belonging at the heart of its work.
• The specific needs or challenges within the community that the project was established to address.
• Meaningful activities, services or initiatives delivered during the past 12 months, with clear examples.
• How the project has engaged, supported or empowered underrepresented and marginalised people within the community.
• Evidence of its reach and impact, including measurable outcomes, participant feedback or other indicators of success.
• How the project has removed barriers, strengthened community connections and created meaningful, sustainable change.