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.
By March 2021, establish and convene a U.S. Mission “Gender Working Group,” which meets at least quarterly to discuss and share strategies regarding gender issues within our mission and Vienna’s international organizations and to provide the Chief of Mission recommended actions, when warranted, related to external policy with International Organizations and to internal U.S. Mission policy to enhance gender responsiveness.
Endorse gender-responsive procurement to include principles of gender equality and women’s empowerment in its procedures for the procurement of services and works. While maintaining rigorous quality standards, procurement policies will make the utmost use of the flexibility offered by the applicable procurement law, with the aim to achieve gender equality by systematically insisting on women’s workforce participation in stipulating technical specifications, selection criteria and contractual terms.
Raise awareness on mainstreaming gender in all aspects of energy policies and interventions when providing support and assistance to the institutions of the Energy Community and the Contracting Parties. Gender concerns, needs and differences are to be considered as much as possible in planning, policy-making, project implementation and monitoring.
Promote gender transformative approaches and follow-up in partner organizations’ normative and operational work, and integrate key messages related to women’s rights; sexual and reproductive health and rights; women, peace and security; and combating sexual and gender based violence, in all relevant work of the Mission.