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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Staff and Senior Management Team at Gavi Secretariat (>100 people) sensitised on gender, gender informed analysis, gender and immunisation, including technical and communication aspects.

At my workplace I will promote women empowerment by encouraging the professional development of all female staff, providing incentives and ensuring equal opportunities.Promote a greater representation of women experts, leaders and professionals of Mexico working within the UN System, as well as the private sector in Austria.

From 2018 onwards, target women inclusion in WINS workshops and WINS Academy courses to improve the gender balance, provide WINS Academy scholarships for women, measure progress at every level and communicate progress and results regularly.

Review twice yearly progress on implementation of UNIDIR’s Gender and Diversity Action Plan with all staff with a view to prioritizing and mainstreaming gender awareness and ongoing engagement on capacity building, representational, and communication commitments.

I commit that UN-Habitat will achieve its 50/50 Gender Parity targets in the agreed timeframe, by actively promoting and encouraging the professional development of all female staff using all measures available. Particularly, to offer equal opportunities for their own career development leading to increased female representation at higher levels.

Advocate for strong language on gender equality and the empowerment of women and girls in statements and resolutions in the multilateral fora in Geneva.

Shed light on GAN Member Company best practices on training opportunities for young women in its Annual Catalogue of Best Practices.

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.

Continue promoting gender parity in the proposals the Consultative Group submits to the Bureau of the Human Rights Council for the filling of vacancies for experts in the Special Procedures, using the Guidelines for Gender Parity 2015 set out by the Consultative Group.

Provide individualized support for career and professional development to a minimum of five women per year between P3 and P5 levels at WIPO, prioritizing those with supervisory responsibilities.