In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.
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.
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.
Le Thi Tuyet Mai
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.
Le Thi Tuyet Mai
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.
Indra Mani Pandey