2025 DEI Innovation Award shortlist

Good ideas can change the world – and the challenge of achieving gender equity calls for bold thinking and fresh approaches. The DEI Innovation Award recognises organisations that are reimagining how they support colleagues, communities and society through diversity, equity and inclusion.

This award highlights projects and initiatives that have broken new ground in progressing gender diversity, with a particular focus on supporting women in financial services. Whether led by a business division, specialist function, community network or a time-limited project, each shortlisted entry demonstrates how innovation can drive lasting change.

From tackling systemic barriers to creating replicable models of success, these nine shortlisted organisations are showing what’s possible when DEI is embedded into strategy and culture. Together, they are helping reshape the future of financial services into a more equitable and inclusive industry.

Menopause Affinity Group – Capco – A Wipro Company

Launched in 2024, the Capco Menopause Affinity Group is an employee-led initiative driven by lived experience and the vision of fostering a menopause-friendly workplace. Conceptualised by a group of perimenopausal and menopausal employees, the group is dedicated to raising awareness, challenging cultural norms, and empowering organizational change so that Capco’s current and future women can thrive equitably.

With 13% of Capco UK women aged 40+, projected to increase to 20% in five years, the group recognized an urgent need to act. Backed by our sponsors Emily Turner (Associate Partner) and Tom Leach (Partner), they have driven impactful change within one year:

• Signed The Menopause Pledge to formalize organizational support
• Partnered with Henpicked, one of the UK’s workplace training providers, and hosted high-engagement group sessions (eg. menopause & family relationships)
• Created a bespoke Capco Menopause Framework as a strategic DE&I tool
• Enhanced internal resources, communications, flexible working policies and workplace adjustments
• Established open dialogue and peer support via storytelling and forums, including monthly in-person drop-ins and Capco Friday Reflections

By driving engagement across all levels – including leadership – the group has ensured that menopause is no longer taboo, but a recognized and supported life stage at Capco.

dbGO Fertility Pillar – Deutsche Bank

Co-led by Joanna Araminta and Kirsty Wing, the dbGO Fertility Pillar distinguishes itself as a trailblazing initiative within the organisation by boldly addressing a critical yet long-overlooked dimension of workplace inclusion: the profound impact fertility journeys have on career progression, workplace experience, and psychological safety. This initiative is particularly transformative for women and gender-diverse employees, who are most affected by these challenges. By addressing this complex and deeply personal issue with empathy, innovation and practical support, the dbGO Fertility Pillar is setting a new standard for inclusive workplace practices, which is why they have nominated Jo and Kirsty for this award.

The dbGO Fertility Pillar is breaking new ground by bringing an emerging and often stigmatised topic to the forefront of the workplace conversation. From pioneering first-of-their-kind safe spaces to shaping bank-wide policies and co-leading industry summits and awards, this work exemplifies true DEI innovation. It is driving lasting impact on gender equity – both today and for future generations.

HSBC Balance UK – HSBC UK

Balance UK has recognised the importance of bridging the ‘missing middle’ in the workplace. We have divided our work in 3 workstreams focusing on policy, learning and developments and partnerships. On policy we are continually focusing on supporting both parents as they embark on their new journey, from a learning and development perspective we are have conducted a series of bespoke 121 CV and interview workshops, a fly on the wall initiative (enabling junior colleagues to shadow senior colleagues which has led to direct promotions) and virtual/f2f events focused on topics that provide our female colleagues with the confidence to achieve their next career objectives. From a partnership perspective we have been thoughtful in working with organisations that can help us to further the goals outlined above in a meaningful manner for our female colleagues and male allies.

Black Heritage Sponsorship Programme and Cross-Company Allyship Programme – KPMG

KPMG is proud to present two pioneering DEI initiatives that are transforming representation and allyship in financial services and beyond.

The first is a bespoke Black Heritage Sponsorship Programme, co-developed with a global banking client, aimed at increasing the visibility and progression of Black Heritage (BH) talent into senior leadership roles—particularly within Wealth & Personal Banking and Global Functions, where underrepresentation is most acute. Leveraging KPMG’s award-winning internal model, implemented and executed by Senda Kavindele, which successfully elevated a Director to Partner within 18 months, this programme pairs 15 high-performing BH sponsees with 18 senior sponsors. It marks the client’s first external partnership of this kind, reflecting a bold step toward systemic change.

Complementing this is the Cross-Company Allyship Programme, a groundbreaking initiative founded by Senda, designed to dismantle barriers for BH and Ethnic Minority professionals through structured mentoring, sponsorship, and coaching. With over 1,000 participants—750 allies and 250 Black Heritage and Ethnic Minority colleagues — it fosters cross-organisational networks and inclusive leadership beyond traditional “in-groups.”

Together, these programmes exemplify innovation in action—scalable, measurable, and deeply human. They are not just initiatives; they are catalysts for equity, belonging, and sustainable change across the business landscape.

Women in Banking – KPMG

Women in Banking is a network of 220+ members that champion the success of women in the KPMG Banking Audit department. The Women in Banking Steering Committee are responsible for the running and oversight of this network. We empower and connect women in Banking Audit to foster a supportive and inclusive environment, enabling professional growth and collaboration. This is a business imperative in order to create a more sustainable banking audit practice.

The committee dedicates countless hours alongside their already busy schedules in order to plan and promote each of the network’s initiatives which include:

• Hosting department wide events on a quarterly basis including external speakers in our ‘Career Spotlight’ series giving women a platform to discuss key issues, exposure to leadership and an opportunity to build their network;
• Launching and continued co-ordination of the senior manager sponsorship program which includes a one-on-one mentoring relationship for our 21 female senior managers with partner mentors;
• Engaging with members of the network to understand challenges in order to bring the voices of women across the department to monthly meetings between WIB and leadership of the department; and
• Collaborating with other similar networks across the firm to leverage resources and share best practices.

Horizon – Lloyds Banking Group

The Horizon programme exemplifies a powerful commitment to Diversity, Equity, and Inclusion by creating a structured, impactful talent pipeline for women in traditionally male-dominated fields. Designed for 58 diverse women assistant managers, Horizon is a six-month journey focused on building confidence, enhancing leadership capabilities, and breaking down systemic barriers to progression.

Key Achievements:
– Empowering Through Education: A rich curriculum covering interview skills, influencing, assertiveness, ownership, and leadership transition. Sessions were led by both internal and external women leaders.
– Leadership Engagement: Over 60 senior leaders supported the programme through mentoring, mock interviews, and speaker sessions.
– Career Progression: Four participants promoted and others actively applying for new roles.
– Individualised Support: Each participant received 1:1 coaching sessions tailored to their aspirations.

NatWest Group Allied Men – NatWest Group

NatWest Allied Men is a pioneering initiative within the NatWest Group’s Gender Network, dedicated to empowering male-identifying colleagues as effective allies in the pursuit of gender equality. With over 2,000 members, Allied Men runs events and workshops challenging gender stereotypes and raising awareness of how gender inequality can impact everyone. Building on the traditional work of Gender and Women’s networks in the financial services sector, Allied Men specifically targets men, aiming to increase their participation in gender advocacy efforts, both through initiatives that speak to men’s issues, and through initiatives that give them the education, tools and encouragement men need to be active and impactful allies to those around them.

This innovative approach includes a unique blend of engaging spotlights and events, industry recognised initiatives focused on allyship like the ‘Allyship at Work’ workshops and the ‘MentorHer’ mentorship scheme, and resources like the men’s health support circles which raise awareness of issues like suicide prevention that disproportionately impact men. By facilitating cross-group collaborations and providing a male perspective to conversations where they have been historically absent, Allied Men complements existing initiatives within the Gender Network and ensures that every colleague can thrive in a more equitable workplace.

MentorHER – NatWest Group

MentorHER is NatWest Group’s flagship reciprocal mentoring initiative, designed to accelerate gender equity by pairing senior male leaders with aspiring female colleagues. The programme challenges unconscious bias, fosters allyship, and supports women’s career progression through structured, two-way mentoring relationships. Since its inception, MentorHER has grown into a transformative cultural movement, engaging over 800 participants across grades and business areas.

What sets MentorHER apart is its reciprocal model—male mentors gain insight into systemic barriers women face in the workplace, while female mentees receive tailored support, sponsorship, and advocacy. The programme is data-driven, with robust feedback loops, dashboards, and continuous improvement mechanisms. In 2024 alone, MentorHER contributed to over 50 promotions and secondments, with mentees reporting an average 4.5/5 confidence in discussing gender issues and mentors showing measurable mindset shifts across five DEI dimensions.

MentorHER is not just a mentoring scheme—it’s a catalyst for cultural change. It equips leaders to be active allies, challenges the status quo, and creates a replicable model for the financial services industry. Embedded in NatWest’s broader DEI strategy, MentorHER complements other Gender Network initiatives like Lean In Circles, #IAmRemarkable, and 50 Ways to Fight Bias, all of which contributed to a 147% increase in event audiences in 2024.

People Team Strategic Action Plan – Redwood Bank

Redwood Bank is proud to submit its People Team Strategic Action Plan as a pioneering DEI innovation for the SME banking sector. Designed to embed inclusion and gender equity into every stage of the employee experience, this integrated plan spans policy, culture, engagement and leadership development.

The strategy brings together previously separate initiatives – including HR policy, colleague engagement, culture-building and DEI feedback mechanisms – under one cohesive framework. Its standout features include enhanced parental and menopause support, equal pay auditing, inclusive progression tracking and the launch of a cross-functional Colleague Forum that gives employees a formal voice in shaping culture and inclusion.

The strategic plan has already driven measurable progress: gender representation in senior roles has reached 38.7%; promotions are aligned with workforce demographics; and Redwood’s DEI Index shows 81% of staff feel they can be their true selves at work. These outcomes are supported by an agile governance model that empowers employees to lead, influence and hold leadership accountable.

Through bold leadership, practical innovation and strong values, Redwood’s strategic approach demonstrates how small banks can meaningfully advance gender equity – not just in what they say, but in how they work every day.