The Top 50 provides an opportunity for organisations with more than 1,000 employees in the UK and Ireland, or global brands, to showcase their achievements in attracting, retaining and developing female talent.

Inclusion in the list allows them to articulate their key gender priorities and those relevant to their sector as well as to cite the gender-related challenges that they have overcome and to give details of key strategies. They are also able to promote their achievements to female candidates and industry through this supplement.

Each company submitted a detailed entry providing evidence highlighting its focus on gender and explaining the progressive activity that underpinned its commitment to women. Extra supporting evidence such as publications, products, samples and media coverage was also welcomed to reinforce success in terms of diversity.

A teleconference for entrants was held in July to discuss the criteria in further detail and to answer any questions. All entries for the 2009 Top 50 addressed the following criteria:

Critieria one: your organisation’s biggest external gender achievement/ s, the aim being to explain and market the greatest external achievement in relation to educating women about the organisation and/or supporting women’s advancement externally and/or attracting women to join the organisation; the achievement/s must be within the period August 2008 to date. Suggested considerations include how you educate women about your organisation, its benefits and opportunities? How do you actively target women and then encourage them to apply? How does this activity specifically relate to your organisation’s “employer brand”? What external recognition has been received for your achievement/s?

Criteria two: your organisation’s biggest internal gender achievement/ s, the aim being to explain and market your greatest internal achievement in relation to supporting, professionally developing and/or networking female employees — increasing female employee retention. How do you best support your female employees to achieve in their roles, what has been a major success for the organisation in terms of retaining and developing and promoting female employees, what external recognition has been received for your achievement/s?

Criteria three: Your next big gender challenge articulated with proposed strategy outlined. What is your organisation’s current or next big challenge to focus on in relation to the “gender agenda”?

Criteria four: Five case studies to provide clear and compelling evidence about five female employees who are strong role models for a cross-section of women through their successful achievements.

Criteria five: Why your organisation should be in the Top 50 from a gender perspective, the aim being to articulate and market your unique selling point regarding why women would want to work in your organisation. Suggested criteria to consider include the main reasons and deliverables that you believe justify your organisation being in the Top 50. How do you differentiate yourself from your competitors? What specific gender-related successes position you above your competitors?

Entries closed at the end of August and the due diligence and selection was conducted by Aurora. Each entry was analysed individually and assessed in terms of its merit and evidence regarding the organisation’s practice and strategy in supporting and targeting female talent.

The 2009 Top 50 was judged by Dr Glenda Stone, chief executive of Aurora.