The ABP Workforce Experience Awards have been running since 2014 and are now central to the work of ABP. It is through the awards that we can demonstrate the value that business psychology delivers and showcase the excellence of our profession. If you haven’t previously been involved with the awards, we encourage you to consider entering a submission. Shortlisted finalists are invited to present their work at our conference in October (discounted conference rates offered), with winners announced at the Conference Gala Dinner.
Unlike other awards programmes, it is free to enter. You do not need to be a psychologist but you need to be using psychology in your work, and be able to demonstrate how you have applied psychology and to evidence the impact to business. Full details on how to enter are here.
Closing date for submissions is 6pm Friday June 7th.
For 2019, we are introducing some changes i) to the Awards Categories and ii) to the Assessment Criteria. The world of business psychology is ever changing, and we feel that the ABP Awards should evolve to reflect new developments in our field.
For 2019 we are welcoming submissions into the following 8 categories:
We are introducing this new category for 2019. Entrants to this category are invited to demonstrate how they are using psychology to make a difference beyond the workplace to people and wider society – whether this is around social mobility, environmental challenges or charitable endeavours. For this new category, the assessment criteria ‘extent of impact’ will explicitly assess impact on society.
Assessment remains a core function for Business Psychologists. We want to continue to celebrate this and hear about the great assessment work being done. We welcome entries in the field of assessment, broadly defined, for an individual, group or organisation, where there is evidence of impact and value to the business.
We continue to welcome entries where psychology has been applied to support an individual, group or organisation through change – whether becoming aware of the need for change, supporting the change process and/or working to embed long term change. This will also encompass work involving organisational culture change, and any projects managing change to deliver a specific performance outcome.
This category was previously called Excellence in Coaching and/or Training, and continues to celebrate the application of psychology to all the same learning and development work and interventions, encompassing coaching and/or training programmes, and other L&D activities.
This category was previously called Excellence in Employee Engagement. We continue to encourage specific employee engagement projects and have updated the category to open this out to all work involving the employee experience.
Where previously we had one category encompassing Health, Wellbeing & Inclusiveness, we recognise how important both topics are as standalone categories today. As such, we want to celebrate how psychology is being used within Diversity & Inclusion and to encourage entries into this specific D&I category.
We will also continue to recognise the importance of psychology in supporting health and wellbeing in the workplace. We now welcome entries into the specific category focussed on this.
Finally, we are replacing the Excellence in Innovation category with this new category which explicitly seeks to showcase how psychology and innovative technology are combined to drive fundamental changes in business, whether through Artificial Intelligence, Virtual Reality, Data Analytics or other emerging fields. We know that psychology is central to the effective application of these technologies and indeed is embedded in tech-enabled products and service, and we know that business psychologists are making a huge contribution here. We want to hear about this work and celebrate it.
