Diversity, Equality & Inclusion Strategy of the Year (New)

This award is open to any aviation organisation with a business operation on the island of Ireland, including airlines, airports, maintenance repair organisations (MROs), aerospace manufacturers, training providers, aviation service companies, and associated industry suppliers. We are looking for organisations that, within the last 12 months, have demonstrated a clear commitment to advancing diversity, equality and inclusion through a well-defined strategy that has delivered measurable outcomes for employees, customers, stakeholders, and the wider aviation community. Entries should demonstrate how DE&I principles have been embedded into organisational culture, talent development, leadership practices, and business operations. Each organisation must submit evidence outlining the size and nature of the business and the impact of its DE&I initiatives. Entry is by a 5 A4 page submission; the judges will be looking for clear information, backed up by evidence, that pays particular attention to the criteria listed below.

• Diversity, Equality & Inclusion Strategy: Describe the organisation’s DE&I strategy and how it aligns with overall business objectives. Explain the key priorities, initiatives, and actions implemented during the last 12 months and how leadership has supported and championed the strategy.
• Creating an Inclusive Workplace Culture: Provide evidence of how the organisation has fostered an inclusive workplace where employees feel valued, respected, and able to contribute fully. This may include employee engagement initiatives, staff networks, inclusive policies, awareness programmes, wellbeing initiatives, or cultural change activities.
• Talent Attraction, Development and Progression: Describe how the organisation has improved diversity across recruitment, retention, development, and promotion activities. Outline initiatives aimed at attracting underrepresented groups, supporting career progression, reducing barriers to advancement, and developing an inclusive talent pipeline.
• Measurable Impact and Outcomes: Demonstrate the tangible results achieved through the organisation’s DE&I efforts. This may include improvements in workforce representation, employee engagement, retention, leadership diversity, accessibility, inclusion metrics, community impact, or other measurable outcomes.
• Industry Leadership and Wider Impact: Describe how the organisation has contributed to advancing diversity, equality and inclusion within the wider aviation sector. This may include partnerships, mentoring programmes, educational outreach, industry collaboration, community engagement, or initiatives.
• Future Commitment: Outline the organisation’s future DE&I ambitions and how it plans to build on current achievements to create lasting positive impact for employees, customers, and the aviation industry as a whole.