We're after bold, high-impact approaches to inclusion that go way beyond the tick-box – strategies that reshape culture, challenge the status quo, and make belonging a lived experience, not a policy line.

Stuck for ideas?

• Have you reworked hiring, progression or performance processes to remove bias, increase fairness and shift representation where it matters most?
• Are your leaders and managers actively building inclusive teams – creating psychological safety, making fair decisions and turning intent into everyday practice?
• Are you using workforce data intelligently – from representation and pay gap insight to employee voice and intersectional analysis – to uncover barriers and drive action?
• Have you created a culture where people from underrepresented or marginalised groups feel seen, supported, and able to succeed?

We're looking for forward-thinking organisations redefining how, where and when work happens - designing the workforce of the future rather than reacting to it:

Stuck for ideas:

• Have you redesigned roles, teams or workflows to make work more agile, productive and human?
• Are you using AI, automation or digital tools in ways that improve performance while building trust, capability and clarity?
• Have you created a hybrid, remote or frontline model that works in the real world – balancing flexibility, fairness, collaboration and accountability?
• Does your workforce strategy get ahead of change – anticipating future skills, changing expectations and new operating realities?

We're looking for attraction, recruitment, development and retention initiatives that put people first and think forward – strategies that win talent and keep it.

Stuck for ideas?

• Have you cracked a difficult talent challenge – whether that leans scarce skills, high-turnover roles, or reaching talent others struggle to attract?
• Does your employer brand or EVP stand out for the right reasons – showing what your organization offers beyond salary, and why people stay?
• Have you improved recruitment, onboarding or early retention in ways that make the whole talent journey smoother, sharper and more effective?
• Does your approach build long-term strength through succession planning, internal mobility, career pathway and retention of critical talent?

We're looking for entries that go beyond basic perks – holistic, inclusive strategies that genuinely support people – physically, mentally, emotionally, socially, and financially. We want to see strategy, not a menu!

Stuck for ideas?

• Have you built a joined-up wellbeing strategy that reflects the real pressures different employee groups face?
• Are you tackling the root causes of poor wellbeing – such as burnout, workload, financial strain, poor management or lack of flexibility – rather than just treating the symptoms?
• Have you equipped leaders and managers to support health performance, sustainable work and psychologically safe conversations?
• Can you show measurable impact on absence, retention, engagement, energy, safety or overall employee experience?

The judging criteria remains the same, but for this category you may focus on one element rather than demonstrating all four elements in any one entry (which of course means that you can enter more than once!)

We're looking for independent consultants – solo or part of a growing team within a larger team – who are delivering outstanding people solutions. This category celebrates your ability to deliver innovation, impact, strategic insight, and long-term thinking to clients whatever your size or specialism.

Stuck for ideas?

• Could your entry spotlight innovation – the fresh-thinking, distinctive approach, tools, methodologies or specialist offer that sets your work apart?
• Could you focus on impact – showing the difference you've made to a client, a workforce, an individual, or the wider HR profession in Wales?
• Could your entry demonstrate strategic value – how you align your offer to client needs, maintain quality, adapt to change and build trusted partnerships?
• Could you focus on sustainability – showing how you've build credibility, developed your brand and stayed relevant in a fast-moving people landscape?

We're looking for someone who has moved into HR after building broader career experience elsewhere - a professional who brings maturity, insight and transferable strengths to their HR practice, and is already making a meaningful impact in their specialism.

Stuck for ideas?

• Has your nominee made a successful transition into HR, quickly building credibility, confidence and impact in their new specialism or role?
• Do they bring valuable organisational knowledge, commercial understanding or wider career experience that strengthens their contribution to HR practice?
• Have they applied transferable skills, relationships or insight in ways that have improved outcomes for colleagues, learners, customers or the organisation?
• Have they shown real commitment to developing as an HR professional, building specialist knowledge and engaging with the wider profession?