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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I will work to promote gender balance at management levels. Our target is to achieve gender parity at P4 and P5 levels by the end of the year 2020.

This year we will develop a new online training module that will allow all of our partners to understand the impact of gender and diversity on project implementation and carry out their work in a consciously inclusive manner.

In 2020 we will introduce an analytical tool for programme implementation to ensure that all of our projects consider gender and diversity as limiting factors and adjust to make our projects more inclusive.

ICRC strives to reach its goal of gender parity among its managers by 2022. In 2020, through an external and critical assessment of current practices the ICRC will boost inclusive programming. This will increase women’s influence, access and participation in the humanitarian response.

Ensure consideration is given by all members of our Permament Delegation to apply a gender lens to the sectorial work in their portfolio.