EUAN Diversity and Inclusion Awards
The EU Agencies Network (EUAN) celebrates every year the efforts of EU Agencies and Joint Undertakings to create inclusive, diverse and respectful workplaces. Through the EUAN Diversity and Inclusion Awards, the Network recognises actions that:
- promote equitable and supportive working environments
- raise awareness of diversity and inclusion across the EU public sector
- inspire others by sharing proven and replicable good practices
EUAN Diversity and Inclusion Awards 2026
In 2026, the Awards received 18 applications from 11 EU Agencies and bodies across the Network:
The 2026 entries address topics such as inclusive recruitment and reducing bias, women’s leadership, LGBTIQA+ and transgender inclusion, neurodiversity, mental health and wellbeing, and support for colleagues affected by domestic violence. Together, they show the growing commitment of EU Agencies and Joint Undertakings to make diversity and inclusion part of everyday working life across the EU public service.
The winners were announced on 14 October during the EUAN plenary meetings in Bratislava.
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Winner of the 2026 EUAN Diversity and Inclusion Awards
European Union Drugs Agency (EUDA) – Embedding gender equality, diversity & inclusion at scale: Evolution of the EUDA GEDI Group (2023–2026)
EUDA has moved gender equality, diversity and inclusion (GEDI) from a standalone topic to a strategic priority for the whole Agency. Its cross-unit GEDI Group run a participatory gender audit with staff across the Agency. The findings shaped an evidence-based roadmap for change. This has led to inclusive language guidelines and stronger governance and reporting. In 2026, all staff are invited to take part in GEDI training.
The initiative builds GEDI principles into governance, HR, communications, analytical work and staff development, laying the foundations for lasting change across the Agency.
Certificates of Excellence
The jury awarded four Certificates of Excellence for outstanding achievements in specific fields.
European Securities and Markets Authority (ESMA): Reducing bias in recruitment and performance management
Since 2018, ESMA has built an organisation-wide programme to tackle bias. It started with managers and expanded to all staff through a train-the-trainer model, webinars and an inclusive communication course. Since late 2024, every selection board member is briefed on bias at the start of each recruitment process. This helps widen talent pools and keep selection merit based.
European Union Intellectual Property Office (EUIPO): Embedding Inclusive Innovation: International Women’s Day Campaign
EUIPO turned International Women’s Day into a month-long, staff-driven campaign, featuring co-created content, podcasts and events. Its flagship conference on gender gaps in innovation and intellectual property drew over 200 participants. The programme links gender equality to the Office’s core mission.
European Union Agency for Law Enforcement Cooperation (Europol): Women’s Leadership Development Programme: Pilot Project
In 2024, women held just 21% of middle and senior management posts at Europol. In response, Europol piloted a seven-month leadership programme for women Heads of Team, combining personalised development plans, mentoring, coaching and workshops. Participants reported greater confidence, strong mentoring relationships and valuable networks. Further editions are planned, and Europol will share the lessons learned with the EU Agencies Network.
European Maritime Safety Agency (EMSA): Building Inclusion Together: Staff Engagement at the heart of EMSA’s D&I Strategy
EMSA created its Diversity & Inclusion Policy with its staff, not for them, by inviting every colleague to a 2024 workshop to shape its priorities. This has grown into employee-led networks and the Well@EMSA platform, which helps colleagues turn their own wellbeing and inclusion ideas into reality.
