• UN Women 2026 Asia-Pacific WEPs Awards Application

    You can save your application at any time but clicking the ‘Save’ button below. You will receive a notification email from Jotform and can return to complete your application at any time.

  • Note to Applicants:

    Awards can be granted to a business of any size and sector, ranging from enterprises with less than 10 employees up to multi-national corporate with more than 10,000 employees can be awarded in any of the categories. Awardees from the 2020, 2021, 2022 and 2024 WEPs Awards are welcome to apply in 2026 but they must apply with a different initiative or project than the one for which the organization was previously awarded OR the awarded initiative must have additional or expanded elements and/or the results are significantly updated from the previous application. Each category will award a Winner, 1st Runner Up and 2nd Runner Up. In addition, to recognize the unique contributions of small and medium-sized enterprises (SMEs) to the regional economy, three applicants from organizations that have fewer than 200 employees will be selected for the SME Champions Award. SMEs can be awarded as Winner, 1st and 2nd Runner Up in any category, but the SME Champions Award strives to make the Awards as inclusive as possible of smaller organizations that are implementing exemplary actions for gender equality but who may not have the same resources as larger organizations to develop comprehensive internal policies and procedures. Finally, the 2026 Awards will consider Special Mention awards among the whole pool of applicants displaying exemplary practice on Youth Leadership (leaders under 35 years of age), Transparency & Reporting, and Gender Equality, Disability and Social Inclusion (GEDSI).

  • Leadership Commitment and Action (Aligned to WEP 1)

    This category recognizes business leaders of any age who have been instrumental in setting strong corporate commitments inclusive of progressive polices, regulations or practices that aim to promote gender equality in the workplace, marketplace and/or community. This may include company leaders taking specific roles and responsibilities in promoting gender equality within the company and making public commitments or delivering gender sensitive messages to the public. This Award is not intended only for C-level executives but may be granted to employees at director and management level, as well as emerging leaders promoting gender equality in corporate settings, and individual entrepreneurs and founders. This award may be granted to a leader of any age and nationality, granted that the business operates in an Asia-Pacific country. Young leaders and enterprise founders below the age of 35 who display particularly innovative solutions or leadership qualities may also be considered for the Youth Leadership Special Mention award.

  • Gender-inclusive Workplace (Aligned to WEPs 2,3, and 4)

    This category recognizes achievements that corporations have demonstrated in adopting relevant gender-inclusive measures in the workplace. This may include innovative approaches to equal recruitment, support to provide flexible work arrangements, addressing specific needs of female and male employees, transformational initiatives to support family responsibilities of female and male employees to address the unequal care burden, and accelerative actions to guarantee the safety and well-being of female and male employees, accelerating progress towards equal pay, and promote women’s career development and leadership. This can also include efforts towards creating broader diversity and inclusion within the workplace by addressing additional considerations such as disability, age, ethnic background, and/or sexual orientation, gender identity and expression, among others.

  • Gender-responsive Marketplace (Aligned to WEP 5)

    This category recognizes corporations for embracing a gender lens throughout their value chain and taking proactive steps to embed gender equality throughout their respective marketplace. This may include actions such as upskilling, financial literacy, safe working environments, sexual and reproductive health and rights education, or leadership development for women working in supply chains. It may include innovative financing mechanisms or employment generating opportunities to promote gender equality in a wider industry or sector marketplace. In addition, this category also awards actions and programs that promote gender equality and women’s empowerment through advertisements and other sales and marketing activities. Finally, this category also recognizes organizations that integrate a gender lens and consider the promotion of gender equality into product and service design.

  • Community Engagement and Partnerships (Aligned to WEP 6)

    This category recognizes corporate champions that promote gender equality through community engagement and partnerships. This engagement may include integrating gender equality into their sustainability strategies, CSR or philanthropy programs, and especially supporting and collaborating with NGOs, international organizations, or other organizations committed to promoting gender equality within wider communities. Beyond community engagement, this category will also award actions to promote transformational action or systemic change through partnerships. This can include individual companies participating in any advocacy or multi-stakeholder platforms to promote gender equality, such as the Unstereotype Alliance, or also Industry Associations, Chambers of Commerce, and Stock Exchanges working with others working to promote change within an industry or among a large group of companies.

  • 2026 Special Category - Inclusive Procurement (Aligned to WEP 5)

    This category recognizes corporates that actively support gender equality and women’s empowerment through inclusive procurement practices. This may include developing supplier diversity policies and practices and setting targets to increase procurement spend on women-owned and -led businesses and/or suppliers promoting gender equality, providing gender-inclusive procurement (GRP) training to procurement and supply chain employees, supporting women entrepreneurs in accessing corporate procurement contracts. This category also recognizes broader diversity and inclusion efforts within procurement, including support for businesses led by or working with women with disabilities, ethnic minorities, LGBTQI+ people, and rural women. This category is championed by WE RISE Together, a programme funded by the Australian Government through the Mekong-Australia Partnership and implemented by UN Women, which promotes women's economic empowerment by leveraging procurement opportunities to expand market access for women-owned businesses and gender-responsive enterprises in the Mekong subregion and beyond.

  • 2026 Special Category - Technology & Artificial Intelligence (AI) for Gender Equality (Aligned to all WEPs)

    Building on the growing recognition that technology digital transformation, including artificial intelligence (AI), can catalyze progress on gender equality when designed, applied and regulated with a gender-responsive lens, this category highlights organizations that harness technology to advance women’s empowerment and broader inclusion across the workplace, marketplace and community. This includes developing or deploying digital tools, platforms, products or systems that remove barriers, expand opportunities, or improve access to information, finance, services, or markets for women and underrepresented groups. This category also celebrates innovative and scalable technological solutions that not only align with the WEPs Principles but also demonstrate meaningful involvement in the design, implementation, and measurement of tech-driven initiatives that promote gender equality.

  • The UN Women Asia-Pacific WEPs Awards 2026 Application

    You can save your application at any time by clicking the ‘Save’ button below. You will receive a notification email from Jotform and can return to complete your application at any time.

  • Part 1: Applicant Information

  • Does your company operate in other countries?*
  • Is your company or organization eligible to join the WEPs and apply for the Awards? [Please note that all private sector organizations are eligible, including established and startup for-profit businesses and social enterprises. Chambers of Commerce and Industry associations, which may be registered as non-profits, are eligible. All other non-profits, foundations, and government entities are not eligible to apply]*
  • What Ownership Type is your company?*
  • Number of employees*
  • Percentage of women employees*
  • Do you collect disaggregated data on employees based on categories other than gender?*
  • If the answer above is Yes, please select all that apply*

  • Is your company a WEPs Signatory? *Note: If you are shortlisted for the final round of judging, your company must become a Signatory by signing the WEPs CEO Statement of Support and submitting the online application form at least 10 days prior to the date of the awards ceremony. Visit www.weps.org for more information.*
  • Has your company or organization previously applied for the WEPs Award?*
  • Please select any prior engagement your company has had with UN Women (please select all that apply):

  • PART 2: GENERAL QUESTIONS (25% of total score)

    Answers to all questions should refer only to current policies, practices, programs, activities and data. In order to verify the answers given, applicants will be required to submit supporting documentation or provide a written explanation. Supporting documents can include but are not limited to: company policies, action plans, company webpage, organization structure chart, internal and external communication materials, press releases, or any other types of documents that can validate a certain response. Applications without documentation or explanation will be considered incomplete. All information in supporting documents will be kept confidential and only used for the award selection.
  • 00. BONUS Question (additional point will be awarded): Has your organization taken the WEPs Gender Gap Analysis Tool? (Please note that the tool is available to any company (regardless of whether they are a WEPs Signatory or not) and can be completed free of charge at https://weps-gapanalysis.org/)*
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  • 1.1 The percentage of women on the Board is: (select one answer from the dropdown) (include but non-scored)*
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  • 1.2 The percentage of women in Leadership positions (Women employees holding C-suite jobs, such as chief executive officer (CEO), chief operating officer (COO) or chief finance officer (CFO), managing directors or partners) is: (select one answer from the dropdown)*
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  • 1.3 The percentage of women in management positions, at all levels, is: (select one answer from the dropdown)*
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  • 2. Does your company have a gender equality action plan in place, and has it been implemented? [i.e. trainings on gender bias, specified budget for gender equality measures, reporting framework to measure gender equality] (Please select all that apply)*
  • Please select all that apply*
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  • 3. Does your company have criteria (i.e. internal guidelines or formal policy) for the promotion of gender equality encompassed in the processes of: (1) Selection & Interview (2) Hiring (3) Retention (4) Promotion (5) Training?*
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  • 4.1 Does your company offer and support paid maternity leave?*
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  • 4.2 Does your company offer and support paid paternity leave?*
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  • 5. Does your company have an approach to accommodate the work/life balance of all employees, including supporting employees as parents and caregivers?*
  • Yes, our company has a formal approach and offers the following (please select all that apply): *
  • Mandated by law in country where company operates?*
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  • 6. Does your company take steps to a) increase procurement from women-owned businesses* in your supply chain and/or b) procure from suppliers that have good performance on gender equality and/or c) encourage suppliers to have good performance on gender equality? [*A business qualifies as a woman-owned business if it meets the following criteria: [IFC Definition] (A) ≥ 51 per cent owned by a woman or women. OR (B) ≥ 20 per cent owned by a woman or women; AND (i) has ≥ one woman as CEO, COO, President, Vice President; AND (ii) has ≥ 30 per cent of the board of directors composed of women, where a board exists.]*
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  • 6.1 Does your company take steps to increase procurement from businesses owned and/or -led by people from following groups of suppliers? (select all that apply)*

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  • 6.2 BONUS Question (additional point will be awarded): Has your organization taken the WEPs Gender-Responsive Procurement Assessment Tool? (Please note that the tool is available exclusively to WEPs Signatories and you can complete it at https://www.weps.org/resource/weps-gender-responsive-procurement-assessment-tool)*
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  • 7. Does your company have an approach to responsible marketing and advertising (including job advertisements) that addresses gender bias and considers the portrayal of gender stereotypes? *
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  • 8. Does your company have policies and practices to ensure a working environment free of violence, harassment and sexual exploitation?*
  • For C to G, select only one:*
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  • 9. Does your company have policies or actions to ensure the health, safety and well-being of all women and men workers?*
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  • 10. Does your company promote or support awareness raising in the community about gender equality (it could be campaigns, forums, conferences, published articles), or does your company invest financial, human and/or material resources in community programs that aim to ¬¬promote women’s empowerment (i.e. CSR programs)?*
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  • Rows
  • 12. Is your company reporting its progress publicly on WEPs.org? If so, please select which of the eight WEPs Essential Indicators you are reporting on: (extra point value attributed)(Note that only WEPs Signatories can use the WEPs reporting function. Please see the WEPs Transparency & Accountability Framework for the full list of indicators)*
  • Please select which indicators*

  • PART 3: CATEGORY QUESTIONS (75% of total score)

  • Guidance on Submission:

    • Format: In order to make the 2026 WEPs Awards more inclusive of diverse applications and organizations, you may submit your response in written format (full sentences OR bullet point format) OR a slide deck (maximum 15 slides). Regardless of the format you choose – written paragraphs, bullet points, or a slide deck - please ensure that you use the guiding questions to address all parts of the questions in your submission.
    • Guiding Documents: As in Part 2, the supporting evidence provided in Part 3 responses will be used to verify claims made in the application. All information in the supporting documents will be kept confidential, stored securely, and only used for awards selection. For supporting documents, you may submit slide decks, Concept notes, policies, articles, links to social media posts, and videos.
    • Timeframe of the initiative: There is no time limit to when the action or initiative referred to should have begun, but at the time of application the initiative should still be active. If the initiative has ended, it should have finished within the last calendar year (i.e. finished December 31 2024) and/or it should still be benefitting the intended target group should still be benefiting. For example, if you ran an initiative from 2022-2023 but it has since ended and no further action has been taken, this will not meet the criteria for awarding. If the initiative started in 2022 but continues through today, the initiative is eligible for awarding.
    • Results: The Awards recognize actions with tangible results. If your initiative has just started but is not yet yielding some measurable findings or results, you may wish to apply for a later cycle of the WEPs Awards.

  • Select up to two categories for which you are applying:

  • Category applied for (select up to two):*

  • Leadership Commitment

    This category recognizes business leaders of any age who have been instrumental in setting strong corporate commitments inclusive of progressive polices, regulations or practices that aim to promote gender equality in the workplace, marketplace and/or community. This may include company leaders taking specific roles and responsibilities in promoting gender equality within the company and making public commitments or delivering gender sensitive messages to the public. This Award is not intended only for C-level executives but may be granted to employees at director and management level, as well as emerging leaders promoting gender equality in corporate settings, and individual entrepreneurs and founders. This award may be granted to a leader of any age and nationality, granted that the business operates in an Asia-Pacific country. Young leaders and enterprise founders below the age of 35 who display particularly innovative solutions or leadership qualities may also be considered for the Youth Leadership Special Mention award.
  • Date of Birth:*
     - -
  • 0/50

  • Background and Context (suggested 300 words or 1-2 slides):

    1. Why did the nominated applicant start the programme or initiative? Was there a specific problem being addressed? If relevant, please provide any data or insights used to design the initiative or decide which specific actions to take.
    2. What was the main goal or intended result of the programme? Who are the people or groups of people you intended to benefit from the initiative?
    3. Describe any other actions the nominated person has taken and/or led, or initiatives they have been involved in, during their professional career that advance gender equality and women’s empowerment. If applicable, list any relevant awards or recognition given the nominated leader.

  • Key Actions Taken (suggested 800 words or 10-12 slides):

    1. What are the key actions that have been/are being taken to implement the policy, programme or initiative? What role did the nominated leader play? What specific actions did they take to implement the programme or initiative?
    2. Describe how the nominated leader engaged in partnerships and/or collaboration with peers, existing campaigns, industry networks, and/or other stakeholders such as government, civil society, and non-profits. How are collaboration or partnerships used to enhance the initiative?
    3. What were/are the biggest challenges in implementing the policy, programme or initiative? What have you done to address the challenges or adapt the action or initiative?

  • Results, Lessons Learned & Sustainability (suggested 400 words or 1-2 slides)

    1. How was or will success be determined? If relevant, what indicators and metrics were/are included? Was sex-disaggregated data collected to track and measure progress?
    2. What are the key results to date? Please be as specific as possible and supply available data and/or testimonials.
    3. What are the key lessons learned, for your organization or relevant for others in your industry, country, or context?
    4. How does the nominated applicant plan to carry forward the initiative (including a scaling and/or sustainability plan)?
  • Select Format for submission*
  • 0/1500
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  • Gender-inclusive Workplace 

    This award recognizes achievements that corporations have demonstrated in adopting relevant gender-inclusive measures in the workplace. This may include innovative approaches to equal recruitment, support to provide flexible work arrangements, addressing specific needs of female and male employees, transformational initiatives to support family responsibilities of female and male employees to address the unequal care burden, and accelerative actions to guarantee the safety and well-being of female and male employees, accelerating progress towards equal pay, and promote women’s career development and leadership. This can also include efforts towards creating broader diversity and inclusion within the workplace by addressing additional considerations such as disability, age, ethnic background, and/or sexual orientation, gender identity and expression, among others.
  • 0/50

  • Background and Context (suggested 300 words or 1-2 slides):

    1. Why did your organization start the programme or initiative? Was there a specific problem being addressed? If relevant, please provide any data or insights used to design the initiative or decide which specific actions to take.
    2. What was the main goal or intended result of the programme or initiative?
    3. Who does it seek to impact and what is the current scale of the initiative (e.g., the number of employees it would cover, their roles and job levels, the countries it would be implemented in)? Which departments or individuals are involved?

  • Key Actions Taken (suggested 800 words or 10-12 slides):

    1. What are the key actions that have been/are being taken to implement the policy, programme or initiative? Please be as detailed as possible and include timelines, targets, and/or specific examples.
    2. Were any external partners involved (i.e. other businesses, industry networks, and/or other stakeholders such as government, civil society, and non-profits)? If so, what approach did the company take to build partnerships and engage in collaboration? How did collaboration and partnerships support or enhance the initiative?
    3. What were/are the biggest challenges in implementing the policy, programme or initiative? What have you done to address the challenges or adapt the action or initiative?

  • Results, Lessons Learned & Sustainability (suggested 400 words or 1-2 slides):

    1. How was or will success be determined? If relevant, what indicators and metrics were/are included? Was sex-disaggregated data collected to track and measure progress?
    2. What are the key results to date? Please be as specific as possible and supply available data and/or testimonials.
    3. What are the key lessons learned, for your organization or relevant for others in your industry, country, or context?
    4. How does the company plan to carry forward the initiative (including a scaling and/or sustainability plan)?
  • Select Format for submission*
  • 0/1500
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  • Gender-responsive Marketplace 

    This category recognizes corporations for embracing a gender lens throughout their value chain and taking proactive steps to embed gender equality throughout their respective marketplace. This may include actions such as upskilling, financial literacy, safe working environments, sexual and reproductive health and rights education, or leadership development for women working in supply chains.  It may include innovative financing mechanisms or employment generating opportunities to promote gender equality in a wider industry or sector marketplace. In addition, this category also awards actions and programs that promote gender equality and women’s empowerment through advertisements and other sales and marketing activities. Finally, this category also recognizes organizations that integrate a gender lens and consider the promotion of gender equality into product and service design.
  • 0/50

  • Background and Context (suggested 300 words or 1-2 slides):

    1. Why did your organization start the programme or initiative? Was there a specific problem being addressed? If relevant, please provide any data or insights used to design the initiative or decide which specific actions to take.
    2. What was the main goal or intended result of the programme or initiative?
    3. Who does it seek to impact and what is the current scale of the initiative (e.g., the number of employees it would cover, their roles and job levels, the countries it would be implemented in)? Which departments or individuals are involved?

  • Key Actions Taken (suggested 800 words or 10-12 slides):

    1. What are the key actions that have been/are being taken to implement the policy, programme or initiative? Please be as detailed as possible and include timelines, targets, and/or specific examples.
    2. Were any external partners involved (i.e. other businesses, industry networks, and/or other stakeholders such as government, civil society, and non-profits)? If so, what approach did the company take to build partnerships and engage in collaboration? How did collaboration support or enhance the initiative?
    3. What were/are the biggest challenges in implementing the policy, programme or initiative? What have you done to address the challenges or adapt the action or initiative?

  • Results, Lessons Learned and Sustainability (suggested 400 words or 1-2 slides):

    1. How was or will success be determined? If relevant, what indicators and metrics were/are included? Was sex-disaggregated data collected to track and measure progress?
    2. What are the key results to date? Please be as specific as possible and supply available data and/or testimonials.
    3. What are the key lessons learned, for your organization or relevant for others in your industry, country, or context?
    4. How does the company plan to carry forward the initiative (including a scaling and/or sustainability plan)?
  • Select Format for submission*
  • 0/1500
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  • 2026 Special Category: Inclusive Procurement

    This category recognizes corporates that actively support gender equality and women’s empowerment through inclusive procurement practices. This may include developing supplier diversity policies and practices and setting targets to increase procurement spend on women-owned and -led businesses and/or suppliers promoting gender equality, providing gender-inclusive procurement (GRP) training to procurement and supply chain employees, supporting women entrepreneurs in accessing corporate procurement contracts. This category also recognizes broader diversity and inclusion efforts within procurement, including support for businesses led by or working with women with disabilities, ethnic minorities, LGBTQI+ people, and rural women. This category is championed by WE RISE Together, a UN Women programme funded by the Australian Government through the Mekong-Australia Partnership which promotes women's economic empowerment by leveraging procurement opportunities to expand market access for women-owned businesses and gender-responsive enterprises in the Mekong subregion and beyond.
  • 0/50

  • Background and Context (suggested 300 words or 1-2 slides):

    1. Why did your organization start the programme or initiative? Was there a specific problem being addressed? If relevant, please provide any data or insights used to design the initiative or decide which specific actions to take.
    2. What was the main goal or intended result of the programme or initiative?
    3. Who does it seek to impact and what is the current scale of the initiative (e.g., the number of employees it would cover, their roles and job levels, the countries it would be implemented in)? Which departments or individuals are involved?

  • Key Actions Taken (suggested 800 words or 10-12 slides):

    1. What are the key actions that have been/are being taken to implement the policy, programme or initiative? Please be as detailed as possible and include timelines, targets, and/or specific examples.
    2. Were any external partners involved (i.e. other businesses, industry networks, and/or other stakeholders such as government, civil society, and non-profits)? If so, what approach did the company take to build partnerships and engage in collaboration? How did collaboration support or enhance the initiative?
    3. What were/are the biggest challenges in implementing the policy, programme or initiative? What have you done to address the challenges or adapt the action or initiative?

  • Results, Lessons Learned and Sustainability (suggested 400 words or 1-2 slides):

    1. How was or will success be determined? If relevant, what indicators and metrics were/are included? Was sex-disaggregated data collected to track and measure progress?
    2. What are the key results to date? Please be as specific as possible and supply available data and/or testimonials.
    3. What are the key lessons learned, for your organization or relevant for others in your industry, country, or context?
    4. How does the company plan to carry forward the initiative (including a scaling and/or sustainability plan)?
  • Select Format for submission*
  • 0/1500
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  • Community Engagement and partnerships 

    This category recognizes corporate champions that promote gender equality through community engagement and partnerships. This engagement may include integrating gender equality into their sustainability strategies, CSR or philanthropy programs, and especially supporting and collaborating with NGOs, international organizations, or other organizations committed to promoting gender equality within wider communities. Beyond community engagement, this category will also award actions to promote transformational action or systemic change through partnerships. This can include individual companies participating in any advocacy or multi-stakeholder platforms to promote gender equality, such as the Unstereotype Alliance, or also Industry Associations, Chambers of Commerce, and Stock Exchanges working with others working to promote change within and industry or among a large group of companies.
  • 0/50

  • Background and Context (suggested 300 words or 1-2 slides):

    1. Why did your organization start the programme or initiative? Was there a specific problem being addressed? If relevant, please provide any data or insights used to design the initiative or decide which specific actions to take.
    2. What was the main goal or intended result of the programme or initiative?
    3. Who does it seek to impact and what is the current scale of the initiative (e.g., the number of employees it would cover, their roles and job levels, the countries it would be implemented in)? Which departments or individuals are involved?

  • Key Actions Taken (suggested 800 words or 10-12 slides):

    1. What are the key actions that have been/are being taken to implement the policy, programme or initiative? Please be as detailed as possible and include timelines, targets, and/or specific examples.
    2. Were any external partners involved (i.e. other businesses, industry networks, and/or other stakeholders such as government, civil society, and non-profits)? If so, what approach did the company take to build partnerships and engage in collaboration? How did collaboration support or enhance the initiative?
    3. What were/are the biggest challenges in implementing the policy, programme or initiative? What have you done to address the challenges or adapt the action or initiative?

  • Results, Lessons Learned and Sustainability (suggested 400 words or 1-2 slides):

    1. How was or will success be determined? If relevant, what indicators and metrics were/are included? Was sex-disaggregated data collected to track and measure progress?
    2. What are the key results to date? Please be as specific as possible and supply available data and/or testimonials.
    3. What are the key lessons learned, for your organization or relevant for others in your industry, country, or context?
    4. How does the company plan to carry forward the initiative (including a scaling and/or sustainability plan)?
  • Select Format for submission*
  • 0/1500
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  • 2026 Special Category: Leveraging Technology for Gender Equality and Inclusion 

    Building on the growing recognition that technology digital transformation, including artificial intelligence (AI), can catalyze progress on gender equality when designed, applied and regulated with a gender-responsive lens, this category highlights organizations that harness technology to advance women’s empowerment and broader inclusion across the workplace, marketplace and community. This includes developing or deploying digital tools, platforms, products or systems that remove barriers, expand opportunities, or improve access to information, finance, services, or markets for women and underrepresented groups. This category also celebrates innovative and scalable technological solutions that not only align with the WEPs Principles but also demonstrate meaningful involvement in the design, implementation, and measurement of tech-driven initiatives that promote gender equality.
  • 0/50

  • Background and Context (suggested 300 words or 1-2 slides):

    1. Why did your organization start the programme or initiative? Was there a specific problem being addressed? If relevant, please provide any data or insights used to design the initiative or decide which specific actions to take.
    2. What was the main goal or intended result of the programme or initiative?
    3. Who does it seek to impact and what is the current scale of the initiative (e.g., the number of employees it would cover, their roles and job levels, the countries it would be implemented in)? Which departments or individuals are involved?

  • Key Actions Taken (suggested 800 wordsor 10-12 slides):

    1. What are the key actions that have been/are being taken to implement the policy, programme or initiative? Please be as detailed as possible and include timelines, targets, and/or specific examples.
    2. Were any external partners involved (i.e. other businesses, industry networks, and/or other stakeholders such as government, civil society, and non-profits)? If so, what approach did the company take to build partnerships and engage in collaboration? How did collaboration support or enhance the initiative?
    3. What were/are the biggest challenges in implementing the policy, programme or initiative? What have you done to address the challenges or adapt the action or initiative?

  • Results, Lessons Learned and Sustainability (suggested 400 words or 1-2 slides):

    1. How was or will success be determined? If relevant, what indicators and metrics were/are included? Was sex-disaggregated data collected to track and measure progress?
    2. What are the key results to date? Please be as specific as possible and supply available data and/or testimonials.
    3. What are the key lessons learned, for your organization or relevant for others in your industry, country, or context?
    4. How does the company plan to carry forward the initiative (including a scaling and/or sustainability plan)?
  • Select Format for submission*
  • 0/1500
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  • Application Submission

    By clicking and submitting this application, you understand that all data submitted as part of the application will be kept secure and confidential and used only for the awards selection. Your email information will be used for updates, communications, and emails related to the WEPs Awards. UN Women is committed to preserving the confidentiality, integrity, and availability of all the electronic information assets held through the organization, not only to support and enable its mandate, strategic objectives, and daily operation, but also to protect its stakeholders. Consent will be sought for any examples that UN Women would like to feature through our communication. You have a right to access and/or correct the personal information we hold about you by contacting wee.asiapacific@unwomen.org.
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