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 review existing policies and practices to ensure a healthy work-life balance and family-friendly environment for staff that takes into account gender-specific needs.

Promote work-family life balance through: 1) early information and advance notice of meetings to enhance predictability and planning, and 2) avoid calling meetings taking place during evenings, weekends and public holidays.

Promote work-family life balance through: 1) early information and advance notice of meetings to enhance predictability and planning, and 2) avoid calling meetings taking place during evenings, weekends and public holidays.

To enhance planning and predictability of our work to better support work and family life balance.

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.

Promote work-family life balance through: 1) Early information and advance notice of meetings to enhance predictability and planning, and 2) Avoid calling meetings taking place during evenings, weekends and public holidays.

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.

Ensure a healthy work-life balance for all employees, both women and men, by investing in technologies and a working culture that facilitates working from home.

To continue promoting work-family life balance through flexible working hours, no "too late" or "too early" meetings, sufficient notice of mandatory training or events and the possibility to work from home.