In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.
Conduct a workshop to assess levels of awareness and perceptions in relation to gender equality with a particular emphasis on balancing work-life/family processes.
Ensure a healthy work-life balance for all employees, both women and men, by investing in technologies and a working culture that facilitates working from home.
Within my Embassy create and support flexible working hours to balance our professional and personal lives. To share our work/life practice with our Ministry colleagues after a six month implementation period.
Create a working environment at the ICRC delegation to the UN in New York where women can thrive. The ICRC working environment in NY is: 1. compatible and friendly to work-family life balance through flexible work arrangements and sensitivity in scheduling of meeting times 2. supportive of women in leadership roles offering a) more autonomy in their current roles b) new opportunities c) mentoring.
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.
Establish work-life balance arrangements which are available to all staff in order to foster an equitable and inclusive work environment.
Foster a healthy work-life balance for employees by being mindful of working hours and by maintaining flexible working options. For example, organizing in-person and remote meetings only at times that give consideration to personal well-being and family priorities, as relevant; providing for staff to work remotely or with adjusted hours.
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.
To review existing policies and practices (including but not limited to staff entitlements [parental leave, breastfeeding, special leave without pay, recruitment, flexible working arrangements] as well as travel and mission planning) to identify gender specific needs and to include relevant gender-related data in regular internal and external reporting.