<  Hide Menu

The Powerwomen Awards 2019 - recognising individuals and companies who maximise the potential of women in wealth

Citywealth is delighted to open its seventh year awards programme to champion women in the wealth sector and highlight the female leaders of today and tomorrow. The awards spotlight individuals and companies who support caregiving responsibilities, female leadership, and celebrate diversity. Globally, women hold approximately one in five senior management roles, and fewer than one in ten businesses have a female CEO; of Financial Times top 500 companies, women represent 1.8% of CEOs and hold 10% of board seats. By working together and inclusively we can do so much more. In 2012, a Dow Jones study found that the overall median proportion of female executives is 7.1% at successful companies and 3.1% at unsuccessful companies, demonstrating the value that having more females can potentially bring to a management team.

Therefore, the Powerwomen Awards 2019 will both recognise individuals and companies who maximise the potential of women in wealth, and will also create a platform for best practice to collectively exercise positive social influence on the sector.

2019 Event Details

Date: Thursday, 21 February, 2019

Time: 6:30 pm

Venue: Rosewood London Hotel

Event Host: Sindhu Vee

Charity Partner: CHICKS

Dress Code: Smart Suits/Cocktail Wear

The Categories

  • Champion of the Year - Mentoring/Sponsoring Programme

    Open to men and women Sponsors are advocates in positions of authority who use their influence intentionally to help others advance, while mentors provide advice, feedback, and coaching. The mentor or sponsor should demonstrate how the two-way relationship has been built and provide details of promotions achieved for women with their help in their organisation.

  • Company of the Year - Female Leadership (Large/Institutional)

    Judges would like to hear about successful companies with outstanding female leaders. A leader is a person who has a vision, a drive and a commitment to achieve that vision, and the skills to make business growth and change happen. Leaders should exercise positive social influence. This should be supported by metrics which demonstrate growth or revenue development or other metrics as entrants deem appropriate over the past 12 months.

  • Company of the Year: Female Leadership (SME)

  • Entrepreneurial Woman of the Year

    Open to senior women demonstrating leadership or having attained a substantial leadership/senior position. Please demonstrate your path to success, mentors/sponsors and choices that led you to your leadership position. Judges would be interested in hearing about themes that emerged throughout your career progression and why the past year has been outstanding.

  • Inspirational Woman of the Year

    Open to senior women having make a positive impact in the lives of colleagues and employees, demonstrating leadership or having attained a substantial leadership position. Please demonstrate your path to success, mentors/sponsors and choices that led you to be an inspiration. Judges would be interested in hearing about themes that emerged throughout your career progression and why the past year has been outstanding.

  • Woman of the Year - Business Growth

    Open to women who can demonstrate commercial success in terms of revenue or a new business initiative that has or will bring revenue to their current business. Examples are; client accumulation and their impact on your business; revenue rising substantially; or breaking into a new regional markets like the Middle East. Please supply case studies or metrics to support the entry

  • Woman of the Year - Leadership (Financial Organisation)

    Open to senior women demonstrating leadership or having attained a substantial leadersh ip position. Please demonstrate your path to success, mentors/sponsors and choices that led you to your leadership position. Judges would be interested in hearing about themes that emerged throughout your career progression and why the past year has been outstanding.

  • Woman of the Year - Leadership (Large/Institutional)

    Open to senior women demonstrating leadership or having attained a substantial leadership position. Please demonstrate your path to success, mentors/sponsors and choices that led you to your leadership position. Judges would be interested in hearing about themes that emerged throughout your career progression and why the past year has been outstanding.

  • Woman of the year - Leadership (Professional Services)

    Open to senior women demonstrating leadership or having attained a substantial leadership position. Please demonstrate your path to success, mentors/sponsors and choices that led you to your leadership position. Judges would be interested in hearing about themes that emerged throughout your career progression and why the past year has been outstanding.

  • Woman of the Year - Rising Star

  • Woman of the Year - Business Services

  • Company of the Year - Creating Change for Women

    Judges would like to hear about successful companies with outstanding programmes, mentoring and sponsorship aimed at encouraging, promoting or retaining women. Judges would like to hear about how these initiatives. This should be supported by metrics which demonstrate growth or revenue development or other metrics as entrants deem appropriate over the past 12 months.

  • Best Employer - Mentoring and Sponsorship Programmes

    Sponsors are advocates in positions of authority who use their influence intentionally to help others advance, while mentors provide advice, feedback, and coaching. Please tell us what your mentoring or sponsorship programme involves and the success rates or metrics for female promotion or development in your organisation.

  • Best Employer: Working Parents Initiatives - Successful Impact

    This is aimed at initiatives launched in the last 3 years. Citywealth Supporting Women in Wealth Awards aims to neutralise attitudes within corporates that might stigmatise individuals with care giving responsibilities because of corporate cultural pressures. Successful entries will show how measures have been implemented to help men and women access parental flexibility without career detriment, stigma or similar examples.

  • Corporate Board Initiatives - Gender Diversity on Board

  • Company of the Year - Career Progression Initiatives

  • Gender Diversity Programme of the Year - Sustainability

  • Diversity Communication Campaign

  • Outstanding Employee Network of the Year

  • Employer of the Year - Outreach Initiatives

  • Career Achievement Award

  • Editor's Choice Award