The Work-Life Innovative Excellence Award is the highest honor offered by AWLP at the enterprise level. Only a few winners are selected each year, due to the highly selective screening process and an escalating level of competition. Recipients vary widely by sector and industry, but they share one universal characteristic: all the winners are forward-thinking employers that look beyond their own cultural, demographic and institutional boundaries to continually create new ways to enrich the lives of employees while achieving organizational goals. Our definition of "work-life innovation" has changed over the years, such that today we honor transformational initiatives - ground-breaking, exceptional work-life practices. At the same time, we give first priority to ideas that can be replicated beyond the organizations that invented them, encouraging work-life innovation to become viral.
Collaborations between service providers or consultants and employers
Work-life service providers
Non-profits and community- based organizations.
Please be prepared to answer the following questions when completing your application.
Description of Program or Initiative
Summary description of the program or initiative along with the following components:
Date of roll-out or pilot (must be at least one year from the date of submission)
Target audience and scope of project
Department or area to which the program reports
Describe how the program/initiative is either: 1) a 'new practice for the work-life field' or 2) a 'new approach' to the development or implementation of an existing practice.
Rationale and Vision
What is the vision of the work-life program or initiative?
What are the short- and long-term goals?
How does the rationale and vision of this program support your organization's mission, business goals, or work-life strategy?
Responsiveness to Need
How does the nominated initiative address overall business or organization needs?
How were these needs identified? Please supply internal and external data and input from the target population.
How does the initiative respond to employees' or other target population's work-life needs?
How do you measure the quality and effectiveness of the initiative? Please provide an overview of metrics used to monitor success or progress.
How did these measures or standards impact the development and roll out of the initiative?
How is the ongoing evaluation and continuous improvement achieved?
How does your program or initiative reflect work-life innovation today?
What new ideas or processes have been considered or implemented? Were there any barriers and/or challenges faced? If so, how were they addressed?
Describe any internal and/or external partnerships or collaborations that have extended the impact of the program or policy beyond your organization's work-life efforts. Which stakeholders have been invested in and/or promoted the success of the initiative?
How might the initiative be a catalyst for innovation in the work-life field (that is, stimulate innovation in thinking or the delivery of policies and programs in other organizations, as well as your own)?
How has this initiative contributed to the benefit and well being of employees in its target population? Please provide examples and testimonials.
How has the initiative contributed to your organizational goals? Please provide examples.
How does this initiative build on the strengths of your organizational culture? How does it reduce obstacles or barriers to your organization's work-life effectiveness?
Has this program been a small adjustment or has the new program made a big impact within your organization?
What are the measurable benefits? Please provide both quantitative and anecdotal information.