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 staff survey to monitor levels of awareness and perceptions in relation to gender equality.

Fostering an equitable, diverse and inclusive work environment through cross-functional initiatives, such as training on diversity, inclusive leadership and unconscious bias.

Present a strong voice on gender equality, women and girl's rights, and sexual and reproductive health and rights by IPPF's Member Associations at the Universal Periodic Review.

I commit to engage with all partners towards a strong Global Compact on Refugees on gender equality, rights and empowerment of women and girls, and access to sexual and reproductive health services.

Promote and maintain a culture that embraces gender parity, women's empowerment and diversity.

Participate in or support activities and initiatives prioritizing gender equaltiy such as side events, resolutions and joint statements.

Promote gender awareness at the Permanent Mission by encouraging personnel to take the Harvard test on unconscious bias and gender.

Raise awareness about the link between trade policy and women's economic empowerment. I will organise a dedicated workshop with other Geneva-based missions to further explore this link and reflect on how we, as Members, could contribute to a more gender-inclusive trade agenda in the WTO.

Conduct a rigorous review of our approach and our policies on promoting a work place culture that embraces diversity and equality, including proactively safeguarding against sexual harassment and misconduct (both within the Global Fund and with implementers), and address any gaps identified in current approach or policies.

In our dialogue with, and in governing boards of, international organisations in New York, encourage organisations 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, and 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.