In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.
Commitment to achieving gender parity in the RBM Partnership leadership positions and partnership mechanisms (Board members, Partner Committee Co-Chairs, RBM Secretariat management team).
I commit to ZERO tolerance in Sexual Harassment in UN-Habitat. I promise that every colleague in UN-Habitat, particularly those in regional and country offices, will have clear and safe channels to raise issues relating to sexual harassment in the workplace. We will provide clarity on where and who to speak to, with a promise of action on confirmed cases.
Ensure that gender considerations are applied effectively in the internal work of the Mission, in our HQ, the Department of Foreign Affairs and Trade, and in how we engage with partners.
Analyzing existing data on female experts taking part in ISO international standards development work to encourage greater gender balance where needed.
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.
I commit to ensuring that a sexual harassment in the work place training is provided to all staff at the Geneva Mission.
To ensure that Chile favours the nomination of women for expert vacancies in the Treaty Bodies, thus contributing to gender parity throughout the human rights system.
Reach out and engage 2 male colleagues in joining this initiative.
Creating a safe working environment and a culture of prevention on sexual harassment and abuse.
Increase the percentage of the operational units at WIPO that substantively complete the gender marker coding in the annual workplans from 20% in December 2017 to 40% by the end of 2018.