In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.
Introducing the Embassy staff with the online course of the UN Women Training Center – I Know Gender, especially parts 5 (Women´s Leadership and Decision Making) and 7 (Gender Equality in the World of Work) of the course.
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
UNICEF aims to be a more gender-responsive workplace, supporting all staff to take advantage of family-friendly policies such as maternity and paternity leave and flextime. UNICEF will use an annual staff survey and other data to assess levels of satisfaction and concern among male and female staff, incorporating findings into responsive action by management.
Through UNICEF’s GenderPro Initiative, train and recognize applied gender programming expertise across the globe. By 2021, 80% of UNICEF gender specialists and gender focal points will have completed GenderPro learning programmes.
Pursue gender budgeting in the next twelve months as a means to achieve greater equality and inclusion.
To promote a work environment which favours equal opportunities and a positive work-life balance, f.ex. by flexible working hours, including by ensuring simplified procedure for sick leave of staff with children.
As I build up the team at the International Chamber of Commerce’s Office in Geneva, I commit to creating a gender balanced team.
Implement a hiring process that, when candidates are equally qualified, gives preference to those with expertise in gender studies.