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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Introducing the Embassy staff with the online course of the UN Women Training Center – I Know Gender, especially parts 5 (Women´s Leadership and Decision Making) and 7 (Gender Equality in the World of Work) of the course.

a) I will continue to push for gender equality at senior management levels in OECD and UNESCO b) I will continue to demand gender integration in programs, policies and normative and operative work in OECD and UNESCO c) I will encourage OECD and UNESCO to put in place comprehensive and transparent policies to prevent and address sexual abuse and exploitation.

Ensure gender parity within the Mission, avoid gender-stereotyping in the assignment of tasks, strengthen teamwork and collaboration of the employees on gender equality, including through a more active engagement of men in gender related issues

UNICEF aims to be a more gender-responsive workplace, supporting all staff to take advantage of family-friendly policies such as maternity and paternity leave and flextime. UNICEF will use an annual staff survey and other data to assess levels of satisfaction and concern among male and female staff, incorporating findings into responsive action by management.

Through UNICEF’s GenderPro Initiative, train and recognize applied gender programming expertise across the globe. By 2021, 80% of UNICEF gender specialists and gender focal points will have completed GenderPro learning programmes.