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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Commit to promoting gender equality in our funded projects in matters such as pay, staff distribution and maternity/paternity leave of our partner organizations.

Work on bringing together all actors working on the promotion of gender, including NGOs, States and International Organizations working in the areas of health, human rights, trade, disarmament and humanitarian affairs, with a view to ensuring better coordination of our joint efforts.

IDLO will improve gender mainstreaming in its programmes by institutionalizing gender expertise and a gender perspective in throughout its policy advocacy, research and learning, and field-based programming and work. IDLO will ensure the full implementation of its Gender Strategy. In particular, it will: Build program staff expertise and capacity to integrate gender in their work (at least 3 workshops/training a year); Develop an issue paper on a priority gender and justice concern (women and customary and informal justice); Organize policy events on justice for women at the global and country levels, including processes relating to the 25th anniversary of the Beijing Platform for Action (at least 2 events a year).

As I build up the team at the International Chamber of Commerce’s Office in Geneva, I commit to creating a gender balanced team.

Establish a Gender and Diversity Commission to promote gender equality, ensure institutional accountability and define new initiatives. The Commission will meet three times and year and produce a yearly summary of activities.

Highlight and leverage women executives in our network who are thought leaders and pioneers in the field of work-based learning, employment and training through content and communications, and share best practices.

To strengthen an equality based working atmosphere through activities such as: yearly gender equity related trainings, treating all staff members equally, no gender bias and aiming for gender parity among staff, including in management positions.

That the system reaches gender parity at the most senior levels (USG/ASG) for posts in which I have direct authority by the end of 2021, and across the system well before 2030.

Ensure 50% of CARE’s senior leadership team in East, Central and Southern Africa are posts taken up by African women.

Encourager la participation du personnel de la Délégation dans une réflexion sur l’équilibre de la parité en diffusant un questionnaire et en mettant en application, dans la mesure du possible, les solutions proposées.