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 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.





To continue promoting work-family life balance through flexible working hours, no "too late" or "too early" meetings, sufficient notice of mandatory training or events and the possibility to work from home.

I will promote gender equality and diversity within my own organisation including in recruitment and flexible working arrangements to ensure a healthy work-life balance for men and women.

To promote and contribute to a healthy, positive and productive life balance for employees within the institution by: a) raising awareness and responsibility amongst leaders and staff of this institutional priority; b) encouraging and empowering both women and men to strive towards achieving an increased level of personal satisfaction in their lives of which the workplace forms a integrative part; c) implementing new strategies after assessing the work environment from the gender perspective, which supports employees self- awareness and control in leading a healthy and balanced life which improves productivity in the work place.

To promote work-life balance at the Danish Delegation through: 1) early information and advanced notice of internal meeting to enhance predictability and planning for staff; 2) avoiding calling meetings during evenings, weekends and public holidays.