We are looking for organisations who understood the benefits, and see the positive business results, of responding to the needs of their employees.
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 related to family support, women’s career progression and flexible working.
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 these areas if they have not already covered them in their submission.
The Employee Champion Award is for stand-out men or women whose efforts have made a big difference to working parents and older workers in the workplace.
Potential recipients of this Award would include:
This award is for excellence in embedding a flexible working culture and for supporting workers who are working different flexible patterns, from reduced hours, annualised hours and compressed hours to home or remote working.
To be eligible to be considered for the award, you should show that your organisation promotes flexible working as a core business benefit, not just as something that it delivers ad hoc to individuals who request it. Things this may include are:
You will need to support your submission with relevant statistics and case studies.
To be eligible to apply for the Best for Recruitment and Talent Attraction Award, organisations should demonstrate that they have a recruitment process that aims to widen the talent pool and which addresses issues which have tended to exclude working mums. It should include issues such as outreach, advertising of job vacancies and the shortlisting and interview process as well as whether it is made clear that flexible working is possible
Research shows that few employers advertise openly that new jobs can be done flexibly, putting the onus on potential recruits to know when to raise the issue at interview. Current legislation means that you cannot apply for flexible working until you have been in a job for six months.
Nominees for this category should be able to demonstrate the diversity of their recruitment policies and how they are striving to address issues that act as a barrier to the recruitment of working mums. Issues that will be considered include:
Submissions should be backed up by supporting evidence, including case studies, examples of job adverts and training around interviewing.
This award covers innovation in flexible and family friendly working, whether that be an initiative or policy that breaks new ground or provides a different way of supporting flexible working or parents in the workplace. Shortlisted candidates should provide details of their policy or initiative, explain why it is innovative, what its impact is and individual case studies which illustrate this.
This award covers innovation in flexible and family friendly working, whether that be an initiative or policy that breaks new ground or provides a different way of supporting flexible working or parents in the workplace.
Innovation could be in:
– Flexible working
– New provisions for parents, for instance, innovative approaches to parental leave or return to work after leave
– Attraction and retention of women
– Outreach to women from employers in male-dominated sectors
Shortlisted candidates should provide details of their policy or initiative, explain why it is innovative and provide statistics and case studies which illustrate its impact.
To be eligible for the Best for Dads Award, employers should demonstrate specific policies targeting dads, such as inclusive parenting networks, publications and outreach targeted around dad’s rights.
Employers should demonstrate specific policies targeting dads, such as inclusive parenting networks, publications and outreach targeted around dad’s rights, shared parenting initiatives, innovative policies on parental and paternity leave which go beyond what current legislation stipulates and activities which support all parents.
They should show how these policies and practices are being communicated and monitored and include case studies.
To be eligible to apply for The Family Support Award, employers should demonstrate policies and practices which aim to make it easier to balance work and family life.
These could include:
To be eligible for the Career Progression Award employers should demonstrate initiatives aimed at developing women’s leadership potential, including women’s networks, mentoring initiatives and return to work programmes.
Employers should demonstrate a commitment to and strategy for enabling women at all levels to progress in their careers, from returning to work after a career break to advancing through the ranks.
Organisations should be able to demonstrate, through case studies and publications/web material, organisation-wide attempts to encourage women’s advancement, for instance, through women’s networks, return to work networks or initiatives, women’s leadership programmes and mentoring initiatives and how these have impacted on the position of women in the organisation, including those who work flexibly.
This award is sponsored by:
To be eligible to apply for the Best for Returners Award, organisations need to demonstrate they have stand-out programmes or initiatives aimed at returners – those who have taken a career break and are looking to get back into the workplace.
Entrants should demonstrate:
Split into two categories 1-25 employees, and 26-250 employees.
To be eligible for the SME Award, organisations should be able to demonstrate a real commitment to work life balance practices.
Entrants should demonstrate a real commitment to work life balance practices which specifically help working parents. Possible areas, if relevant, you MAY include in your submission are:
NB These are just suggestions and there may be other aspects relating to gender equality at work and family friendly working that you might like to highlight.
You should back your application up with case studies/testimonials from staff and data showing how these practices are being monitored and developed.
Only those entries that provide evidence of the impact of their practices will be considered.
Statistics you may include are:
This award covers best practice in addressing the issues facing older workers, including midlife MOTs, training older workers such as older apprenticeships or retraining programmes, age diversity training, retirement planning, career transition support and so forth. Shortlisted applicants should provide details of what they do and how it helps older workers, including through metrics, how they are monitoring success and individual case studies which show impact.
At a time when the workforce is ageing, this award covers best practice in targeting and supporting older workers, including initiatives or campaigns aimed at:
– countering age discrimination in recruitment
– countering age discrimination with regard to promotion
– supporting career development/transition for this age demographic
– preparing employees for retirement
– ongoing contact with retired employees
Shortlisted candidates should provide details of their policy or initiative, explain why it is innovative and statistics and case studies which illustrate its impact.