Awards Showcase 2025

Transforming Academic Promotions: A Strategic Approach to Recognition, Inclusion, and Leadership Development

The University of Stirling’s award-winning project has transformed academic promotions through a strategic, inclusive, and data-driven approach. Promotion success rates rose to 95%, female academic leadership increased by 5.2%, and the gender pay gap reduced by nearly 5%. By embedding fairness, transparency, and structured feedback, the university has driven cultural change - ensuring merit-based career progression and creating a replicable model for sustainable talent development across the sector.

Transforming Together: The People Team’s Impact on Creating a Global Education Group

Coventry University Group’s People Team has led a major organisational transformation, evolving HR from a transactional function into a trusted strategic partner. By aligning new entities, integrating systems, and harmonising policies, they’ve enhanced agility, improved cost efficiency, and strengthened workforce planning. Despite multiple simultaneous projects, business continuity and strong employee relations were maintained - making this a standout example of managing complex, large-scale change while embedding sustainable, long-term success.

• Middlesex University: Middlesex University Continuous Improvement Toolkit
• Ulster University: Pathway to Permanency – transforming the working lives for our fixed term staff
• University of Warwick: University of Warwick: Developing a Coaching Culture using Operational Coaching®

From Insights to Action - Leadership, Learning and Development at King's College London

King’s College London transformed its learning and development strategy, increasing training delivery from 600 to 7,400 sessions annually without raising costs. By introducing four targeted development pathways, internal promotions rose by 20% and attrition dropped from 10% to 6%. The initiative also narrowed gender and ethnicity pay gaps and more than doubled staff satisfaction with L&D. This approach showcases a sustainable, high-impact model for building a skilled, engaged, and diverse workforce.

Strathclyde: People Policy Forum

The University of Strathclyde’s Policy Forum has strengthened employee voice, improved trade union relationships, and accelerated the development of accessible, staff-focused HR policies. By adopting a ‘Plain English’ approach and fostering open dialogue, the Forum has increased colleague engagement and ensured policies are clear, relevant, and widely understood. This initiative highlights how collaborative policy development can support organisational progress while putting people and their views at the centre of decision-making.

• Edge Hill University: Women's Health and Wellbeing Strategy
• Kingston University: Town House Strategy - People Plan
• University of Derby: Tangibly and Measurably Shifting Culture

How Manchester Metropolitan University is becoming an intentionally inclusive University

Manchester Metropolitan University is driving cultural change through its Inclusive & Diverse Culture and Great Place to Work strategies. Central to this is the Inclusive Leadership Model, a bespoke framework supporting the Intentional about Inclusive Leadership (IAIL) training programme, now available to all staff. This initiative has increased representation, engagement, and positive perceptions across the university while strengthening its external reputation as a sector leader in inclusive leadership and employee value.

Supporting new mothers after maternity leave

Edge Hill University has developed a sector-leading, evidence-based approach to supporting new mothers returning from maternity leave. Grounded in original research and the IGLOO model, the initiative enhances manager support, policies, processes, and peer networks. It has improved flexible working approvals, boosted wellbeing and retention, and established a thriving parent network. This holistic, replicable model showcases how universities can foster inclusion and create lasting, positive impact for working parents.

• Canterbury Christ Church University: Co-Creating a New Approach to Equality Impact Assessments
• University of Exeter: Future Leaders and Innovators Graduate Scheme: the diverse leadership talent pipeline
• Ulster University: Returning Carers’ Scheme

From Transactional to Strategic: Coventry’s Recruitment Evolution

Coventry University has redefined recruitment through a strategic, data-driven resourcing model that replaces agency reliance with a centralised in-house function. This transformation delivered £432K in savings within 12 months, increased offer acceptance rates to 97%, and embedded EDI through real-time data monitoring. By improving vacancy control, salary forecasting, and workforce planning, the project showcases HR’s pivotal role in creating efficient, inclusive, and future-focused recruitment that drives long-term organisational success.

University of Birmingham Apprenticeship Scheme

The University of Birmingham new entrant apprenticeship scheme demonstrates a unique recruitment and talent development programme which supports both diversifying our workforce and filling hard to fill posts. The scheme not only delivers a bespoke recruitment service but supports the apprentice and line manager throughout the employment journey with training, development days and even an outward-bound visit to the lake district. The scheme has demonstrated outstanding success with 110 apprentices progressing into permanent roles in the University, good rates of apprentice retention and career progression.

• University of East London: UEL Shared Success Award: Transforming Recognition and Performance
• University of Oxford:University of Oxford – Pay & Conditions

Staff Wellbeing at Cardiff Met 

Cardiff Metropolitan University has placed staff wellbeing at the heart of its culture through a proactive, flexible, and inclusive approach. From Mental Health First Aiders to seasonal wellbeing events and safe spaces for open conversations, the university fosters resilience and peer support. Adapting to post-pandemic challenges, Cardiff Met’s visible and creative wellbeing strategy ensures staff have the tools, support, and opportunities they need to thrive and perform at their best.

Sussex Wellbeing Festival

The University of Sussex’s Wellbeing Festival creatively enhanced staff wellbeing on a minimal budget through inspiring speakers, diverse activities, and accessible online sessions. From meditation and silent discos to health checks and networking, the festival fostered connection, rejuvenation, and appreciation across the community. Feedback highlights lasting benefits, with staff feeling more supported, engaged, and valued—making it a standout example of impactful, inclusive wellbeing initiatives in higher education.

• University of Cambridge: Staff Wellbeing
• The University of Surrey: The University of Surrey’s Wellbeing Programme

Harnessing Artificial Intelligence for Job Evaluation

Leeds Trinity University’s innovative AI-driven job evaluation project modernises HR by reducing subjectivity, saving administrative time, and improving outcomes. This cross-disciplinary collaboration between professionals, academics, and students secured alternative funding to develop a tool with potential impact beyond higher education, including the NHS. The project not only drives sector-wide innovation but also enriches student learning and enhances the university’s reputation for pioneering real-world solutions.

Digital Capabilities Project 

Durham University’s Digital Capabilities Project has transformed staff engagement with digital tools through tailored training, a resource hub, and the Jisc discovery tool. With over 3,400 resource accesses and high training attendance, the project has boosted digital skills and confidence, reduced reliance on external support, and fostered a culture of continuous learning. This innovative, scalable model positions Durham as a leader in digital transformation within higher education.

• University of Surrey HR: Embracing AI for innovation

Empowering People

Nottingham Trent University’s HR team has driven the “Empowering People” strategy through innovative initiatives like local collective pay bargaining and a market-based reward framework, including tailored benefits such as an EV car scheme. Career development pilots, expanded mentoring, and leadership tools have boosted inclusion, engagement, and decision-making. With a focus on collaboration, financial sustainability, and continuous improvement, NTU has strengthened both staff wellbeing and organisational resilience.

People Powered 2030 – Emphasizing HR’s role in driving the Group’s 2030 strategy

Coventry University’s People Team has led a groundbreaking transformation aligned with the Group’s 2030 Strategy, creating a sustainable, agile workforce through innovative restructuring and new legal entities. By managing TUPE transfers, streamlining operations, and embedding a digital-first approach, they’ve driven cost savings and operational resilience. This sector-leading initiative redefines HR as a strategic enabler, positioning Coventry University Group for future-ready, global success.

• The University of Northampton: Together We Transform: A Collaborative Change Agenda