Women Empowerment in the Workplace Award

The Women Empowerment in the Workplace Award celebrates organisations that have implemented impactful strategies to empower women in the workplace, enabling them to exercise greater control over their professional lives, develop new skills, and achieve self-reliance. Empowerment, in this context, means creating an environment where women have the autonomy to shape their career paths, access opportunities for growth, and contribute meaningfully to organisational success. This award recognises efforts to empower women not only within the organisation’s own workforce but also, where applicable, in the broader workplace ecosystem through initiatives that advance gender mainstreaming across industries or communities.

Criteria for Entries

To ensure entries align with the award’s objectives, submissions should provide detailed, evidence-based information addressing the following criteria:

1. Training and capacity-building programmes for women
   • Describe specific programmes designed to enhance women’s skills, leadership capabilities, and professional development. Examples may include technical training, leadership academies, mentorship or sponsorship programmes
   • Provide measurable outcomes, such as the number of women trained, promotions or role expansions achieved, or specific contributions made by participants.
     
     
2. Transforming corporate behaviours and practices
   • Detail initiatives that have reshaped organisational culture, policies, or practices to promote gender mainstreaming. Examples may include revising recruitment and promotion processes to eliminate bias, establishing gender-neutral performance metrics, or creating accountability mechanisms for diversity goals.
   • Provide evidence of impact, such as changes in employee retention, engagement survey results, or adoption of new policies across the organisation.
   • If applicable, describe initiatives that extend beyond the organisation to empower women in the broader workplace, such as partnerships with industry groups, advocacy for policy changes, or programmes supporting women in underserved communities. Provide evidence of reach and impact, such as the number of women benefited, collaborations established, or measurable changes in external workplace practices.
     
     
3. Guidance for Strong Entries
   • Be evidence-based: Use quantifiable metrics (e.g., participant numbers, promotion rates, policy adoption rates) and concrete examples to demonstrate impact. Avoid vague or anecdotal claims.
   • Emphasise systemic change: Highlight how empowerment initiatives are embedded in the organisation’s culture, policies, and operations to ensure sustainability.
   • Show tangible benefits: Connect empowerment efforts to business outcomes (e.g., profitability, innovation, employee satisfaction) or societal impact where relevant.