DE&I Champion Recognition Nomination Form

This form is used to nominate an employee for DE&I recognition based on observed inclusive behaviors, not general performance. It captures who the nominee is, what they did, why it mattered, and any supporting context. That makes it easier for HR or a recognition committee to review nominations consistently.

Managers, peers, employee resource group leaders, and cross-functional partners can submit nominations when they have direct examples to share. The best nominations come from people who have seen the nominee create space for others, reduce barriers, or improve belonging in a specific situation. If the form is used broadly, keep the relationship-to-nominee field so reviewers can weigh the perspective.

Use it on a rolling basis if your recognition program accepts ongoing nominations, or on a set cadence such as quarterly or monthly if awards are reviewed in cycles. The nomination_period field helps reviewers understand whether the behavior was recent, sustained, or tied to a specific initiative. If you run a campaign-based program, align the form with that window.

A strong nomination includes a concrete inclusive behavior, a real example, and a clear description of impact. For example, it might show how someone invited quieter voices into a meeting, adjusted a process to reduce exclusion, or supported a colleague through a reasonable accommodation conversation. Vague praise without evidence is harder to evaluate.

It can, so the form should use data minimization and only collect what is needed to review the nomination. Avoid unnecessary PII in free-text fields, and include consent language if the nomination may be shared with the nominee or a review panel. If your process allows anonymous submission, make that option explicit.

Yes. You can tailor the recognition criteria, nomination period, and behavior examples to match your company values or ERG goals. Some organizations add conditional logic for leadership nominations, team-based recognition, or location-specific programs. Keep the fields focused so the form stays easy to complete.

The form should state what happens after submission, such as review by HR, a DE&I committee, or a manager panel. That confirmation helps set expectations and reduces follow-up questions. If the nominee will be contacted, the consent_to_contact field should make that clear before submission.

An ad-hoc email usually leaves reviewers with inconsistent detail, missing context, and no standard consent language. This template creates a repeatable structure for the same information every time, which makes comparison easier and supports a clearer audit trail. It also helps nominators think through behavior, impact, and criteria before submitting.