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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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.

Promote gender diversity in senior management positions, aiming that 50% of Board and manager positions are held by women and guaranteeing that at least 40% of such positions are held by women. Promote and enable flexible work arrangements, including through the adoption and implementation of an organisational policy on flexible working arrangements.

Provide on-going training and developmental initiatives relating to leadership presence; personal branding; assertiveness; strategic networking and work/life balance. Offer mentoring, peer coaching and executive coaching interventions so that female staff at all levels receive tailored, sustained support to best manage their careers. Establish a network for female directors in the WTO Secretariat and UN organizations.

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

Ensure a positive and healthy work environment for both men and women, in order to achieve gender balance notably through 1) avoiding to convene meetings in early mornings or late afternoons and advocating that these principles are also observed at UN negotiations 2) facilitating flexible working hours and methods in particular in exceptional circumstances (for example snow days, etc.)

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

Put in place the necessary policy/procedures, by the end of 2018, to provide flexibility in working hours during the first year of maternity/paternity.

To promote a work environment at our Mission that values equal opportunity, a positive work-life balance, and that calls out everyday sexism and harassment, including through the development of a women in leadership strategy and unconscious bias training for all staff by the end of 2018.

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