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.
Develop and implement a Policy on Gender Equality and Mainstreaming within GRC to enhance gender-responsive practices both within the organisation (including areas such as staffing, training, communication and representation) in all day to day operations/projects and our engagement with project donors and beneficiaries.
I commit to strengthen an inclusive organizational culture that supports gender equality and the inclusion of the persons with disabilities during my tenure through consultations, training, and development of policies.
I will partner with fellow UN Ombudspersons to exchange ideas and best practices on working during the COVID-19 pandemic from a gender perspective.
Furthermore, ICCT commits to ensuring that harmful stereotypes and gendered norms are not present in our work by including gender-inclusive guidelines in the ICCT Journal Author Guideline, as well as in our internal communications guides for our outreach (social media, newsletter, email, etc). We want to ensure that both our contributors, and our audience, also see this gender equity at work.