WIFS Allyship Awards

The WIFS Allyship Awards are for leaders and organisations in the financial sector whose commitment to equality goes beyond mere intentions and is realised through active allyship. On March 4, we will present the WIFS Allyship Awards for the first time. The Inclusive Leadership Award recognises personal leadership with demonstrable impact, and the Inclusive Workfloor Award recognises organisations that have translated inclusion into measurable progress.

Nominations are open until Friday, January 30, 10:00 a.m.

For each award, you can read below what the jury will be looking for.

Inclusive Leadership Award

Without good leadership, nothing changes. The Inclusive Leadership Award is presented to a leader who has demonstrably translated inclusion and equality into personal action at board or management level. This award honours a leader who has spoken out, encouraged, made decisions and demonstrably driven change. The award is for personal leadership that has visibly made a difference in the following areas:

Position: the winner has publicly taken a stand for inclusion, both internally and externally, even when it was uncomfortable
Activation: the winner has asked or challenged others to take responsibility for diversity and inclusion
Decision-making: the winner has made choices that initiate change: allocated budget, appointed people, adapted systems, and overcome resistance
Impact: the winner has achieved measurable results in team composition, advancement to the top, or a shift in organisational culture

Nominations for the Inclusive Leadership Award can be submitted here.

Inclusive Workfloor Award

The Inclusive Workfloor Award recognises an organisation that has translated inclusion into measurable progress: in representation, culture, policy and organisational change. This award is awarded to an organisation that has achieved tangible results in the workplace; not in plans, but in figures and perception. The winner demonstrates demonstrable results in the following areas:

Representation: measurable increase in diversity at all levels, with visible progress towards 50/50 in management and leadership
Culture: increase in inclusion indicators such as psychological safety, equality, engagement or employee satisfaction among diverse groups
Policy: structural adjustments in recruitment, selection, assessment, remuneration or development that have demonstrably led to different outcomes
Organisational change: breakthroughs in career progression, promotion rates, retention or talent pipeline, with before-and-after comparison

Nominations for the Inclusive Workfloor Award can be submitted here.