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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Create systemic change and transform our workplace culture throughout the region by mobilising a strong network of gender focal points and leaders that deepen our commitment to gender equality. This focused team will work with management to ensure that we improve HR and recruitment policies, develop flexible working arrangements, and recognize how all employees contribute to our mission.

To arrange training for staff, and/or peer exchange with other NGO colleagues, on the use of gender-transformative and age-responsive language.

In 2020 we will introduce an analytical tool for programme implementation to ensure that all of our projects consider gender and diversity as limiting factors and adjust to make our projects more inclusive.

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.