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





Create women’s leadership curricula on WeLearn, UN Women’s virtual skills school, and train at least 100 corporate women for a strong pipeline of leaders. Support the screening of a series of thought-leadership films and artistic performances that use story-telling to illuminate the damage done by gender inequality, shown at the United Nations and elsewhere, with accompanying panel discussions, supported by UN Women expertise.

Support the implementation of the Secretary-General’s System-wide Strategy for Gender Parity, including through engaging the civil society in shadow reporting for increased transparency and accountability; developing guidance on promoting an enabling environment supportive of gender parity; organizing capacity-building workshops and trainings for the Gender Focal Points of the UN system; and collaborating with DPKO & DFS to increase the number in women in peacekeeping and field operations.

Ensure gender parity among the members of delegation representing Montenegro in the international fora, and encourage women’s participation in specialized training courses and education programs provided by organizations, academia and institutions in Geneva.

To promote at the Permanent Mission of Switzerland a work environment which favors equal opportunities and where there is zero tolerance for sexual harassment, abuse and exploitation.

By the end of 2018, adopt a revised Policy on Gender Equality and Women’s and Girls’ Empowerment, to ensure that the organisation embraces a gender-responsive approach throughout its project portfolio and operations.

To encourage our national authorities to create a framework which encourages more women to put themselves forward as candidates for positions in all relevant Vienna based organizations.

To support a strong focus on gender equality within the permanent representation of France by organizing dedicated meetings on gender, and to promote work-life balance practices to benefit both women and men.

Reach parity at ITC at the professional category level by 2020 going from 41% to 46% in 2018. Through the joint 2018 ITC-ITU Pilot Mentoring Programme, enhance personal and professional growth of women from G6 levels and above using internal ITC-ITU talents as ‘mentors’.

Ensure simplified procedures for sick leave of staff with children.

Strive towards ensuring that women or men on parental leave being posted abroad are entitled to the same benefits as diplomats serving at the Ministry.