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.





Advocate for a more inclusive workplace by promoting effective communication, including all possible ways of remote communication, throughout the organization. This includes a structured and comprehensive approach of an organizational communication equally involving genders, while promoting motivation and empowerment of employees.

Promote workplace flexibility by supporting remote work and identifying tools to contribute to a healthy, positive and productive work life balance for both women and men. Define a sustainable post-pandemic remote work policy as a modern efficient and effective tool enhancing a work life balance.

Create and nurture a work-friendly environment for parents at ICRC NY which is adapted to current virtual working modalities and to family responsibilities. Indicators: Teleworking/flexible working policy adapted to these specific needs.

Systematically integrate a gendered perspective and include diverse voices from ICRC’s operations in all statements made to UN fora. Indicator: 2 women leaders from ICRC operations are invited to participate to UN/New York debates.

Provide concrete support to IIIM’s hiring managers in 2021 by way of guidance and training with a view to assist them in testing the gender competence of candidates in recruitment processes.