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
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.
Adopt the IIIM’s Gender strategy in 2021 with a view to achieving gender equality and integrating a gender analysis into the creation and operation of the IIIM’s institutional environment, as well as its work to build the foundation for justice and accountability for core international crimes committed in the Syrian Arab Republic since March 2011.
Promote a sound work-life balance for all employees, by improving application of digital tools and working culture that support all staff of the Vietnamese Mission to accomplish their work while taking care of their families.
Incorporate gender equality into all our policies, programs, activities, specifically integrate key messages relating to promotion of gender equality, rights of women and girls, social, economic, and political empowerment of women, greater participation of women in trade, entrepreneurship, innovation, and creativity.
To promote an organizational culture of gender equality and diversity within the Permanent Mission of India, including by offering training for staff and managers on how to recognize and address, sexism, discrimination, and harassment in the workplace and promote work-family life balance through: a. Early information and advance notice of meetings to enhance predictability and planning, and b. Avoid calling for meetings during weekends, or unpredictable hours except under exceptional circumstances.
Stress on gender equality and women empowerment in all interventions at various fora, where relevant and appropriate, and highlight the role played by women, especially Indian women, in advancing international diplomacy, peace and solidarity and raise awareness about gender equality issues by dedicating one day every month on social media handles to promote gender equality and empowerment of women.