In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.
In our dialogue with, and in governing boards of, international organisations in Vienna, encourage organisations to: a) attain gender parity at management levels (P5 or equivalent and above) through both short- and long term measures, including the creation of a more conducive work environment, and b) integrate the gender dimension in programmes, policies, and normative and operational work, by developing dedicated standardized mechanisms, i.e. mandatory reviews from the gender equality perspective as part of project approval processes.
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.
Promote and strive for work-family life balance through strong prioritising of areas of work, enhancing predictability and planning of meetings and work obligations, avoid calling for meetings during evening, weekends and public holidays.
Systematically advocate for gender responsive language and action in resolutions, working groups, training programs and more throughout the Arms Trade Treaty process.
Organize a follow up survey on staff perceptions about gender equality at UN Geneva to assess the impact of gender-related action over the past two years and inform the development of the UNOG gender equality policy after 2020.
Intensify efforts against sexual harassment at the Mechanism, in line with the recent General Assembly Resolution on Sexual Harassment A/RES/73/148, and remove or minimize any barriers to reporting sexual harassment or discrimination in Arusha or The Hague branches.
Contribute to at least 2 gender equality events this year, preferably by co-organizing, sponsoring or participating actively.
Conduct a three-part workshop with business school students of a university in the Netherlands to share their views on different leadership concepts with respect to their compatibility to gender equality. Part A: discussion with female students, Part B: discussion with male students, Part C: discussion of outcome of Part A and B with all participants.
Conduct a workshop to assess levels of awareness and perceptions in relation to gender equality with a particular emphasis on balancing work-life/family processes.