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Powerwomen Awards Submissions

Submissions are now closed.

 

Awards categories and criteria

 

Entry criteria

Any organisation or individual may enter themselves for any of the awards. Organisations may put forward entries for multiple awards as appropriate. We also welcome your nominations for any organisation or individual you think is deserving of recognition at these prestigious awards.

The judges

An independent panel of industry judges determines the winners. The 2019 judging panel will be announced in May 2018. Additionally, the shortlist is published online and online voting will take place. The online vote carries the weight of one additional judge. Over 17,500 votes were received for 2017 contests.
Awards will go to those organisations/individuals that are recognised by peers and clients as demonstrating excellence under the relevant criteria below. Submissions should have statistics and metrics to support them:

  • Having outstanding female leadership with metrics to demonstrate growth or revenue development
  • Consistent female promotion rates
  • New initiatives to help parents with flexibility
  • Engagement with outreach initiatives aimed at black, minority and ethnic communities
  • Dynamic mentors or sponsors demonstrating the two way relationship that has been built
  • Running a successful internal women’s network
  • Specific gender programmes and communication of them internally
  • Clear policies and how they are implemented for female career advancement

 

General guidelines

  • Ensure the submission includes a cover letter on its first page, which can be downloaded below.
  • Each entry must be in the form of a written submission of no more than 1000 words. The judges are looking for concise written submissions and your entry should cover as many of the listed criteria as possible.
  • Please ensure each item of your submission has the following information clearly printed: category name, name of entering company/firm and contact.
  • Please ensure you include what associations and registrations you are a member of.
  • When nominating a third party, please provide as much information as possible. Contact details for the nominee are mandatory.

 

Entry document information

Please supply us with a 1,000-word document containing the core of your entry. You may separately supply appendices containing additional supporting information and documentation.

Best practice peer exchange and entry transparency

In a move to help the market more with their gender programmes, Citywealth would like to publicise the winning entries in order to reveal practical steps for the industry to use. This will also help highlight the bestpractice of the winners. Please advise us if your entry is confidential or if you will agree to publicity.

 

Judging Process

Stage 1 The contest is opened for submissions and companies enter

Stage 2 The Judges review the entries and meet to agree the finalists

Stage 3 The finalists are announced

Stage 4 Public Voting – online voting opens and will count as one additional judges vote

Stage 5 Judges meet to cast final votes and agree the winners

Stage 6 The winners are announced publicly at the awards ceremony

 

Please e-mail your entries to Lina Petkova tpetkova@citywealthmag.com

 

 

The Categories

Event 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

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