In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.

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Ensure consideration is given by all members of our Permament Delegation to apply a gender lens to the sectorial work in their portfolio.

Je conduirai une évaluation annuelle, afin de suivre les actions mises en œuvre qui visent à développer l’égalité de genre et l’inclusion au sein de Plan International France et avec nos partenaires en France et dans nos pays d’intervention.

Continue to make progress towards gender parity in senior appointments at the OECD.

a) I will continue to push for gender equality at senior management levels in OECD and UNESCO b) I will continue to demand gender integration in programs, policies and normative and operative work in OECD and UNESCO c) I will encourage OECD and UNESCO to put in place comprehensive and transparent policies to prevent and address sexual abuse and exploitation.

Ensure gender parity within the Mission, avoid gender-stereotyping in the assignment of tasks, strengthen teamwork and collaboration of the employees on gender equality, including through a more active engagement of men in gender related issues

Pursue gender budgeting in the next twelve months as a means to achieve greater equality and inclusion.

Achieve gender parity in Canadian appointments to the board of International Financial Institutions for which the Minister of Finance is governor, and to instruct these appointees to prioritise gender equality in their work at these institutions.

I commit to remain final approver for all recruitment until we have achieved gender parity.

I commit to undertake meetings with senior managers every six months to review overall progress on gender parity and mainstreaming.

In our dialogue with, and in governing boards of, international organizations in Geneva, encourage organizations to: 1) Attain gender balance at management levels (P5 or equivalent and above) through both short- and long term measures, including the creation of a more conducive work environment, 2) Integrate the gender dimension in programmes, policies, and normative and operational work, and 3) Put in place comprehensive and transparent policies to prevent and address sexual abuse and exploitation.