Paradigm for Parity has merged two of our signature programs–Women on the Rise and Men as Allies–into Leaders on the Rise, a unified program designed to recognize individuals who are positively impacting progress to fostering inclusion in the workplace.
Leaders on the Rise celebrates individuals whose dedication, impact, and inspirational support of others is making a meaningful difference within their organizations. These exemplary leaders are empowering others and championing inclusive cultures.
The honor of being named a Leader on the Rise is only open to individuals from member companies, and requires a nomination form. Nominations are open from April-August each year.
Member companies will receive an email with a link to the nomination form.
For questions or concerns, please email info@paradigm4parity.com
For more details, see the FAQs below.
Only employees from Paradigm for Parity Coalition member companies or their subsidiaries are eligible for nomination. Nominators must submit the required form in its entirety along with support materials to be considered.
Nominees should exemplify the following characteristics:
● Fosters a workplace culture where everyone feels valued, heard, and empowered to contribute.
● Advocates for inclusion and opportunity for all, promoting fair policies and practices.
● Takes initiative to create a safe, respectful, and inclusive environment where diverse perspectives thrive.
● Actively mentors, sponsors, or coaches others, particularly those from underrepresented groups, to support their professional growth.
● Champions the success of others by recognizing contributions, opening doors to leadership opportunities, and creating safe spaces for authenticity and belonging.
● Demonstrates creativity, forward-thinking, and a strong vision that drives growth, excellence, or positive transformation within the organization.
● Influences others through collaboration, authenticity, and a commitment to shared goals and organizational progress.
● Leads with curiosity, courage, and confidence—taking bold steps to challenge the status quo and drive real change.
● Holds themselves and others accountable for progress, using their voice and platform to advocate for inclusion and allyship.
● Actively works to advance opportunity for all through mentorship, community engagement, policy change, or by challenging bias and exclusion.
How are nominees selected?
Nominees are chosen by their organization. Companies may nominate any individual from any background, race, culture, job function if they meet the criteria.
Are all nominees submitted selected as an awardee?
No, the Selection Committee reviews submissions and determines if the nominee successfully meets the criteria.
What is the difference between a nominee and an awardee?
Nominee is a leader identified by their company as meeting the Leader on the Rise criteria and officially submitted for consideration. Awardee is a nominee who has been selected by the Paradigm for Parity Selection Committee as a Leader on the Rise. Not all nominees will be awarded the Leader on the Rise designation.
How will a nominator know if their submission was submitted properly?
Nominators will receive a notification and subsequent email that their submission was received and completed properly.
Will the nominee know they have been nominated?
Paradigm for Parity will only notify Awardees after the Selection Committee completes their review. We will notify both the nominator and the awardee of the selection.
Can a submitted nomination be edited?
No, once a form has been successfully submitted, the submission is complete.
Can an individual nominate themself?
Yes, but we will need a Manager or Human Resources contact in the organization if you nominate yourself.
Can an organization nominate more than one person?
Yes. Your company may nominate more than one individual. However, Paradigm for Parity reserves the right to limit the selection of individuals from one organization and its subsidiary organizations to four individuals.
Are subsidiary companies of the parent company in the Coalition eligible?
Yes. If the relationship is not apparent, you may be asked to verify the company relationship.
Can an organization resubmit a previous nominee who was not selected as an Awardee?
Yes. An individual not previously selected is still eligible. Previous awardees are not eligible.
Can a company that had previous Awardees submit nominations each year?
Yes. Companies can submit nominees, any year who has not previously been awarded as a Woman on the Rise.
Does the nominee have to be in a Human Resources role in the company?
No. Submissions are encouraged from all areas of the organization. Creating a culture of inclusion that embraces the advancement of all individuals is the responsibility of everyone in the organization to create lasting impact. Think about ERG or BRG work, mentoring, everyday actions that interrupt bias or honor all voices.
When are Awardees notified?
Nominations open March and close at the end of August. Paradigm for Parity will notify the awardees in mid-September.
How are the Awardees recognized?
Awardees are recognized in a Paradigm for Parity blog post and social media campaign starting in October as well as in-person dinner in NYC or virtual event in October. Awardee names, bio, and photos may be published for editorial, marketing, or promotional materials for Paradigm for Parity.
Do Awardees have to pay for the dinner?
Dinner tickets for the awardees are covered by Paradigm for Parity and the event sponsor(s). Additional company representatives, nominators and guests may attend at their own cost. Travel and accommodation are at the expense of the event attendees, including the Awardee, guests and nominators.
Do Nominees have to manage a team?
No. Both individual contributors and managers are eligible if they meet the qualifications.
What career levels are eligible for nomination?
Paradigm for Parity does not specify career level eligibility as titles and levels vary by organization. However, to effectively meet the criteria, most nominees tend to be Director level or above.
