Enter the CCIWA Diversity & Inclusion Awards for 2025
Tip: Description the D&I innovation or initiative?
When describing your D&I initiative, be clear about its purpose, goals, and unique features. Emphasise the innovative aspects, such as novel strategies or approaches that set your initiative apart from traditional D&I efforts. Focus on how your program addresses specific gaps or challenges related to diversity and inclusion within your organisation or sector.
Tip: What systems, policies, instruments, partnerships or community engagements were adapted, or adopted to facilitate the D&I initiative or innovation?
Consider highlighting the structural and systemic changes that support your D&I program. This could include adjustments to hiring practices, training programs, performance evaluation systems, or partnerships with external organisations. Be sure to include any community-based collaborations.
Tip: Who did the D&I innovation or initiative benefit?
Think about the specific groups or individuals who have benefited from your initiative. This might include employees from underrepresented groups (e.g., women, racial minorities, people with disabilities) or broader organisational benefits such as improved morale, productivity, or retention. Make sure to explain how your initiative directly contributes to their success.
Tip: How has the effectiveness of the D&I innovation or initiative benefit been measured?
Explain the metrics or tools you used to assess the impact of your D&I initiative. This could involve both quantitative data (e.g., promotion rates, retention statistics) and qualitative measures (e.g., employee surveys, feedback sessions). Make sure to mention any ongoing evaluation processes as well.
Tip: What changes and improvements resulted from the D&I innovation or initiative?
Provide concrete examples of how the initiative has led to measurable outcomes. Perhaps highlight improvements in key performance indicators such as representation, retention, employee satisfaction, or organisational culture. Use specific data to show the real-world impact of the initiative.
Tip: How has the D&I initiative, or program delivered on its intended purpose?
Focus on how your initiative has fulfilled its core objectives. Whether it’s increasing diversity in leadership, improving inclusion across teams, or fostering an environment where all employees feel valued. Be sure to align your description with the overall goals of your initiative.
Tip: What is the representation of people from key diversity groups?
Look at specific data showing the representation of key diversity groups within your organisation, particularly in leadership positions. Highlight any positive shifts and progress made as a result of your D&I initiative. This could include gender, racial/ethnic background, disability status, or other diversity categories.
Tip: What behavioural, or attitude changes have evolved within your organisation?
Consider explaining the cultural or attitudinal shifts that have occurred as a result of the initiative. This could include greater awareness of diversity issues, a shift in staff behaviour, or increased inclusivity in team dynamics. Be specific about how these changes are visible within the organisation.
Tip: Through your D&I innovation or initiative how have you sought to impact external parties such as clients, customers, suppliers, and partnerships?
Look at outlining how your D&I efforts have influenced your external stakeholders. This might include partnerships with suppliers who share your D&I values, changes in how your organisation engages with customers or clients, or how your D&I strategy has inspired broader industry shifts. Emphasise the broader ripple effects of your internal work.
