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
  • Measurable
  • Action-oriented
  • Realistic
  • Time-bound 

Since IGC’s foundation in 2015, Champions have made over 1,000 commitments collectively, in such areas as good governance, leadership & accountability, work-life balance, programmatic work, organisational culture etc.
 
Examples of the most powerful commitments undertaken by Champions can be found here. A guidance on how to craft S.M.A.R.T. commitments is also available 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.

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Review the provisions related to “work from home“ in the Foundation’s Personnel Handbook for Employees to spell out more clearly provisions for flexible work arrangements and ensure that they conform with the latest good practices in terms of work-life balance

Actively contributing to a flexible, family-friendly work environment and offering more opportunities for distance working by offering to spend 20% (1 day/week) distance-working from home to the members of the Delegation to the Conference on Disarmament.

Create systemic change and transform our workplace culture throughout the region by mobilising a strong network of gender focal points and leaders that deepen our commitment to gender equality. This focused team will work with management to ensure that we improve HR and recruitment policies, develop flexible working arrangements, and recognize how all employees contribute to our mission.

To review existing policies and practices to ensure a healthy work-life balance and family-friendly environment for staff that takes into account gender-specific needs.

Promote work-family life balance through: 1) early information and advance notice of meetings to enhance predictability and planning, and 2) avoid calling meetings taking place during evenings, weekends and public holidays.