Developing and Supporting People Award Shortlist
DWP Government Security Academy
Department for Work and Pensions
DWP’s Security Capability Team launched the Security Academy to tackle a critical skills gap and a lack of diversity in government security roles. Through an innovative, centralised, and inclusive recruitment and development programme, the team attracted over 23,000 applicants over 3 campaigns, delivering bespoke hybrid training, achieving 100% retention over 3 years, and producing high-performing graduates—41% of whom progressed to the next grade within 18 months.
The programme focused on transferable skills and potential, combining technical instruction, expert coaching, and immersive problem-solving in hybrid cohorts. It prioritised peer support, wellbeing, and the Civil Service mission, ensuring a psychologically safe and inclusive learning environment. Graduates have exceeded expectations, energising existing teams, transforming workplace culture, and enhancing performance across security functions.
The initiative has now scaled into the Government Security Academy, providing talent across UK government departments and being cited in the Government Cyber Skills Strategy as a model for early talent development. Feedback highlights the programme’s impact on professional growth and inclusivity, with participants describing it as “life changing” and praising the supportive and challenging learning environment.
The Security Academy has set a gold standard for inclusive talent development, closing skills gaps, boosting diversity, and making the Civil Service an employer of choice. Through knowledge-sharing across departments, it offers a replicable model for other professions facing similar recruitment and development challenges.
Employee Experience Team
Foreign, Commonwealth & Development Office
The FCDO’s Employee Experience Team (EET) has driven transformative work through the Race Action Plan 2022–2026, tackling challenges in racial diversity, inclusion, and representation across the department. Recognising the unique demands of representing the UK overseas and the sensitivities of its history, the team implemented a whole-of-department approach to improve support, career progression, and senior representation for Minority Ethnic (ME) staff.
The plan focused on mentorship and sponsorship schemes, internal talent programs (SUMMIT and LIFT), data-driven transparency, and initiatives to foster awareness and open dialogue on race. Actions included senior leader engagement, support for staff events, enhancements to international guidance, and research into the experience of UK-based Black staff. The team also modernised cultural representation within FCDO spaces, including updating art in KCS Reception to reflect modern Britain.
Results have been substantial: ME representation in the Senior Civil Service rose from 7.0% to 11.7%, with Grade 7 and SCS2 aspirations already met, and 0.1 percentage point below for Grade 6. The FCDO’s ranking for ethnic minority representation in the SCS improved from 13th in 2020 to 5th among government departments. Over 100 colleagues have benefited from LIFT and Summit, and the initiatives are helping to foster an inclusive, supportive, and culturally reflective environment across the department. There is more to be done, and work is underway specifically to address underrepresentation which remains for Black staff.
Neil Osliffe
Department for Work and Pensions
Neil has made an outstanding contribution to investigation training across NW & Wales, voluntarily taking on this role alongside his Team Leader duties to address the lack of structured support for new and existing fraud investigators. Drawing on 37 years of Criminal Investigation experience, he designed and delivered a comprehensive training programme grounded in DWP’s strategic values, quality standards, and lawful, Tier 2-compliant methodologies.
Over the past three years, Neil has developed 11 bespoke training presentations, using real-life examples to simplify complex investigative processes and build confidence among new recruits. He fosters an engaging, classroom-style environment and provides follow-up sessions via Teams to ensure no investigator is left behind. Despite geographical challenges, Neil coordinates training across the region, often travelling long distances to guarantee consistent, high-quality delivery.
His dedication has led to measurable improvements, including reduced Tier 2 failures and higher-quality submissions to the CPS, resulting in more successful prosecutions. Feedback from colleagues highlights his engaging style, practical examples, and ability to make complex concepts “click” for learners.
Neil’s professionalism, passion, and unwavering commitment have transformed the training landscape in NW & Wales, leaving a lasting impact on investigator confidence, capability, and performance. His work exemplifies the value of developing and supporting people, making him a truly deserving candidate for recognition.