Top Employer Award Categories

We are looking for organisations who have exceeded in the following categories during the coronavirus pandemic.

The awards are free to enter. The aim is to celebrate and reward good practice and share it with others.

 

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Overall Top Employer

The winners of each category will be put forward for The Overall Top Employer Award, which is for employers who can demonstrate commitment to a range of policies and practices relating to the pandemic. 

Entrants for each category who wish to be considered for The Overall Award are therefore advised to include an executive summary of their work in all category areas.

Award Categories

Given the economic impact of Covid-19 and the particular risks it presents for BAME workers plus the challenges it brings for women with female-dominated sectors heavily hit and women bearing the brunt of childcare responsibilities, we are looking to see how employers are responding and how they are following up previous commitments to D & I at a time of uncertainty and crisis for many and how they are responding to pressure for action on diversity in the wake of the Black Lives Matters movement. To be eligible for the Best for D&I award employers should demonstrate actions taken to ensure equality of opportunity for all. 

This may include:

  • Data collection and mining for up-to-date information on recruitment and progression
  • Action plans based on data gathering
  • Staff networks or other methods for understanding the particular issues faced by underrepresented sections of the workforce
  • Line manager training
  • Use of flexible working to widen the talent pool for carers, those with disabilities, etc
  • Role modelling and leadership from the top on D&I issues
  • Effective initiatives to address bias in the workplace

Submissions should, if possible, be supported by evidence of impact and sound business rationale. This could include testimonials, case studies or/and employee surveys.

Deadline for entries 27th November 2020.

Submit Entry

To be eligible for the Best for Mental Well Being Award employers should demonstrate initiatives aimed at protecting their employees mental health during the coronavirus pandemic.

This may include:

  • Initiatives that ensured furlough staff do not become disconnected
  • Signposting to mental health resources
  • Flexibility
  • Line manager training
  • Communication with staff, such as regular check-ins

Submissions should, if possible, be supported by evidence of impact. This could include testimonials, case studies or/and employee surveys.

Deadline for entries 27th November 2020.

Submit Entry

To be eligible for the Best for Line Manager Support Award employers should demonstrate initiatives aimed at supporting and equipping line managers to deal with these unprecedented times.

This may include:

  • Training for how to support remote workers
  • Support for dealing with mental health issues and for developing line manager resilience
  • Forums for managers to discuss the challenges they face 
  • Recognition of line managers’ role in tackling the crisis

Submissions should be supported by evidence of impact. This could include testimonials from employees, case studies or/and team surveys.

Deadline for entries 27th November 2020.

Submit Entry

To be eligible for the Best for Family Support Award employers should demonstrate initiatives aimed at helping parents and carers at work during and following lockdown.

Your submission could include:

  • Flexible working around childcare commitments
  • Redeployment due to childcare or other caring issues
  • Signposting to resources or creation of resources to support parents managing childcare or homeschooling 
  • Virtual employee support networks
  • Use of social media channels to share challenges

Submissions should be supported by evidence of impact. This could include testimonials, case studies or/and employee surveys.

Deadline for entries 27th November 2020.

Submit Entry

To be eligible for the Employee Engagement Award employers should demonstrate initiatives that have promoted engagement between employer and employee.

Keeping in regular contact with employees during and following lockdown became essential for many reasons, including building a resilient workforce and long-term retention. 

This could include:

  • How you have kept in touch with furloughed employees
  • Use of online forums for employees to get together on a social basis
  • Use of social media channels to share tips and advice
  • Creation of surveys or other feedback channels
  • Regular communications with employees

Submissions should be supported by evidence of impact. This could include testimonials, case studies or/and employee surveys.

Deadline for entries 27th November 2020.

Submit Entry

To be eligible for the Best for Flexible Working Award employers should demonstrate how they have used flexible working to respond to the challenges created by the pandemic, how an existing flexible culture has helped them respond to the crisis and/or any long-term impact on their working practices.

This could include:

  • Evidence of embedding of flexible working and how this has made it easier for the employer to adapt to the pandemic
  • Support for remote workers
  • Support for line managers around flexible working
  • How lockdown working is changing longer term practice around flexible working

Submissions should be supported by evidence of impact. This could include testimonials, case studies or/and employee surveys.

Deadline for entries 27th November 2020.

Submit Entry

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