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 1,000 commitments collectively, in such areas as good governance, leadership & accountability, work-life balance, programmatic work, organisational culture etc.
Examples of the most powerful commitments undertaken by Champions can be found here. A guidance on how to craft S.M.A.R.T. commitments is also available 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.





Commit to systematically strengthen an inclusive and enabling organizational culture that supports United Nations gender equality commitments as reflected in the “UNOV/UNODC Strategy for Gender Equality and Empowerment of Women (2018 -2021)”. To these ends, I will strive to improve the representation of women at the staff levels where parity is not achieved, as a significant step towards meeting the goal of gender parity at all levels by the end of 2021.

Ensure I use every possible opportunity, on all country visits related to UNODC projects and programmes to visit a programme promoting gender equality and women’s empowerment, and to advocate that substantive attention to gender equality and the empowerment of women is included in relevant engagements of UNOV and UNODC senior leadership.

Representing World YWCA as a member of the Big 6 international youth organizations group, I will push for young women’s formal and informal engagement and leadership with those peer organizations.

By 2021, I will ensure that World YWCA offers the use of our Feminist Consultation Methodology, a replicable tool developed by young women using feminist principles of engagement, to like-minded organisations so they too can engage young women on global issues.

Promote work-family life balance through: 1) Early information and advance notice of meetings to enhance predictability and planning, and 2) Avoid calling meetings taking place during evenings, weekends and public holidays.