Action on Workplace Diversity, Equity and Inclusion

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This award aims to recognise and reward teams or companies for taking action in this important area. Through the award we wish to recognise emerging good practice, share ideas and encourage the creation of inclusive cultures in our industry

This category is open to projects and programmes undertaken by healthcare and medical communications agencies and/or industry teams which aim to improve the diversity, equity and inclusion of any or all of the nine protected characteristics as outlined in the UK Equality Act 2010. We also invite programmes that seek to address socioeconomic exclusion.

PLEASE NOTE:

  • In recognition that many companies have only recently put initiatives in place, the judges welcome entries on work which is still in progress or under evaluation, with clear measurement criteria in place.
  • Entries are welcome for all sizes of initiative, from pilot projects to company-wide programmes, as well as small to large-scale teams and companies.
  • Entries from companies that are part of a global network must be clear about the UK-based elements and outcomes of initiatives.
  • Entries should demonstrate that diversity, equity and inclusion is a priority for the business overall, and some tangible work must have been carried out over 2022-2023.
  • Projects and programmes should be based on a deep understanding of the entrants’ own organisations, with long-term, measurable goals for improving diversity, equity and inclusion in place.

When writing your entry, consider demonstrating some or all the following elements:

  • Alignment of diversity and inclusion programmes with overall company objectives and strategy
  • Evidence of a strong philosophy regarding diversity, equity and inclusion and aligned policies which indicate a deep commitment to sustained action
  • Direct senior leadership involvement in delivery of the initiative
  • Involvement in external networks to learn best practices
  • Engagement with staff at all levels and the avoidance of tokenism
  • Experiential evidence from employee teams of the inclusive culture they work in
  • Clear measurement criteria (even if the data is not yet available) including benchmarking and/or current measurement of workforce on diversity, equity and inclusion factors
  • Resource allocation (time and/or budget) specifically for diversity, equity and inclusion
  • Consideration of diversity, equity and inclusion within client programmes

ENTRY FORMAT:

1.EXECUTIVE SUMMARY (max 200 words)
If you are nominated for an award, PMGroup may publish extracts from this summary, so ensure that it contains no confidential or sensitive information. No other part of your entry will be reproduced and your entry will remain confidential at all times

2.LEADERSHIP AND COMPANY APPROACH TO DIVERSITY, EQUITY AND INCLUSION (300 words)
Setting out the business vision, the direct role of leaders, and the company infrastructure in this area 

3.SUMMARY OF PROJECT/ PROGRAMME IN PLACE AND/OR IN DEVELOPMENT (400 words)
Including clear objectives, strategies, activities conducted in 2022-23, measurement criteria and, where appropriate, any outcomes already achieved 

4.SUMMARY OF PROJECT/PROGRAMME ACTUAL AND/OR ANTICIPATED OUTCOMES (250 words)
What were the achievements or programme progress, and learnings and how were or will these be measured and applied to shape your business?

5.BIGGEST CHALLENGE FACED AND SUCCESSFULLY RESOLVED (250 words)
What difficulty with planning, implementation or resourcing could have limited or hindered your project or programme and how did you mitigate or overcome this?

6.INVESTMENT IN PEOPLE AND TRAINING (250 words)
Explain how you ensured your people had access to the time and/or funding to action the initiative and acquire any new skills required

7.CONCLUSION (200 words)
State briefly why you should win this award, including any point of difference or industry-leading approaches or initiatives

8.CLIENT AND/OR THIRD-PARTY FEEDBACK (800 words)
Please only include external client comments if their work has been directly impacted; we would welcome comments from third parties such as diversity, equity and inclusion partners or consultants.

JUDGING CRITERIA AND POINTS:

Criteria

Points

Leadership & Company Approach to DEI: Organisational DEI vision and senior leadership involvement. Commitment to DEI as evidenced by a clear philosophy, aligned policies and practices that create an ethical and fair working environment by preventing discrimination and unconscious bias. Values and behaviours that promote equality, a sense of belonging, authenticity and freedom of expression

15

Summary of Project/Programme in Place and/or in Development:Implementation of well-executed programmes/ projects (even if still formative or being scaled up) with clear goals and a framework for ongoing review, measurement and promotion of outcomes or lasting impact

15

Summary of Project/Programme Actual and/or Anticipated Outcomes: Demonstration of action planned or taken on insights or learnings gained and/or anticipated. Tangible results achieved in the time available, including evidence of people outcomes (e.g. employee recruitment, engagement, feedback, retention, promotion) and business impact (e.g. reduction in costs, positive customer or work impact (insights or outcomes), social media recognition, performance increases at individual, team or company level etc.). Some DEI-specific metrics for consideration: Participation in, and feedback from, DEI initiatives and training; demographic metrics; inclusion sentiment survey results; senior leadership team diversity metrics; gap analysis assessments

20

Biggest Challenge Faced and Successfully Resolved: Approach to tackling an anticipated or actual problem arising from issues with attitudes, knowledge, resourcing or other areas, results achieved and how this impacted on the project/programme outcomes

10

Investment in People and Training: Efforts to build DEI expertise and to facilitate the success of DEI action through appropriate recognition, status, infrastructure and resourcing

10

   

TOTAL

70

Bringing your entry to life on judging day.

  • Clarity & succinctness – clear, precise coverage of key points to back-up your submission without embellishment.
  • Support of your team/company vision/culture.
  • Ability to bring the passion and philosophy to life.
  • Team ethos during presentation. Please bring team members from across your business to present.

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