By connecting strong female and male leadership within and between key institutions, the network facilitates a deeper level of collaborative exchange and leverages institutional knowledge.
The core of the International Gender Champions work begins with the Panel Parity Pledge and Two Smart commitments that each Champion makes every year.
The Panel Parity Pledge: Creating International Awareness & raising women’s voices
Visibility is key for role models in the public space and the workplace, and women’s distinct and expert voices must be elevated through gender parity. Diverse points of view generate sustainable, innovative solutions, and lead to a change in culture.
Through the Panel Parity Pledge, Champions commit to no longer take part in any single-sex panels. This Pledge has made the notion of single-sex panels unacceptable in the hubs where IGC operates and Champions have thus taken the lead in raising awareness of the need to ensure gender parity.
How do I uphold the PPP? See our quick guide!
S.M.A.R.T. Commitments: A thousand steps closer to gender equality
Each Gender Champion makes two personal commitments to advance gender equality in their organisation or programmatic work. All Gender Champions report on their commitments in the end of each calendar year. Some examples are including below. These commitments are:
- Specific to the Champion and their organisation
Since IGC’s foundation in 2015, Champions have made over 2,000 commitments collectively, in such areas as good governance, leadership & accountability, work-life balance, programmatic work, organisational culture etc.
We have drawn on Champions commitments and incorporated themes identified by Generation Equality to provide you with a NEW 2021 guide, here. Together with our complimentary guide on intersectional discrimination which provides suggested language and resources to for this, here.
In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.
Promote a gender inclusive and gender sensitive work environment within my mission, including by 1) actively supporting and promoting career advancement of women colleagues especially into leadership positions as well as breaking down advancement barriers, 2) regularly and continuously communicating to staff our commitment to gender equality, 3) enforcing a zero-tolerance policy on sexual harassment and sexism and 4) by having regular working hours and supporting women and men who require flexible work arrangements for all types of family responsibilities.
Establish a senior accountability mechanism to help ensure a gender responsive workplace while monitoring gender parity and mainstreaming within UN-Habitat.
Oversee an internal audit of the UK Mission’s activities on gender by June 2021 and use it to identify gaps and produce gender charter. In parallel carry out overview on how the UK can support Vienna Based Organisations on gender (parity/mainstreaming) issues, and identify one issue that the UK can champion in the second half of the year.
Use public diplomacy to effectively advocate for gender equality and human rights by using social media platforms and live events, such as the International Equal Pay Day. In our social media content calendar we will develop measurable indicators on promoting gender equality and human rights. With our engagement we aim to raise awareness, promote good practices and legislation, as well as introducing Iceland’s path towards a more equal society.