In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.





Ensure that through a consultative process an Action Plan for the implementation of the UNOV/UNODC Strategy for Gender Equality and the Empowerment of Women (2018-2021) is developed and formally approved by 31 December 2018. Encourage increased use of flexible working arrangements within UNOV/UNODC to further promote an inclusive organizational culture by driving targeted awareness campaigns and closely monitoring usage.

Mainstream gender in all of UNCTAD’s flagship publications, and review, with the help of the network of gender focal points of UNCTAD, all UNCTAD’s technical assistance programmes and mainstream gender in them. - 100 % of flagship reports address gender issues in a meaningful way - 100 % of new technical cooperation projects cleared by the Divisional Gender Focal Points

Introduce specific training and technical assistance on the prevention of sexual exploitation and abuse (SEA) and harassment, and deliver to partners.

IOM will develop and make compulsory a new Prevention of Sexual Exploitation and abuse training package for all IOM staff worldwide and for all IOM Implementing partners.

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 will advocate for ensuring gender parity on all delegations arriving from the capital.

Establish and appoint Gender Focal Points in each Division of the OPCW in order to promote gender equality and ensure gender mainstreaming throughout the organisation.

To explore concrete ways to enhance the Mechanism's handling of gender parity and sexual harassment issues

Advocate for equal gender representation at all levels of employment in international organizations, particularly at senior and high-level posts. Specifically, advocate towards all organs of the International Criminal Court and the Assembly of States Parties to the Rome Statute to ensure the nomination and election of qualified female candidates for the position of Judge, Prosecutor, Registrar, and for membership of the TFV Board, Committee on Budget & Finance, the Advisory Committee on Nominations, and other subsidiairy bodies as relevant; as well as the recruitment of qualified female applicants for positions within all organs of the ICC.

As the Hiring Authority for the Mechanism, I will encourage hiring managers for all positions to recommend equal numbers of female and male candidates for each selection exercise, and where that is not possible, I will require written explanations. In job categories or sections where one gender is particularly under-represented (or unrepresented), I will encourage hiring managers to prioritize recommending candidates of that gender, and require explanations where that is not possible.