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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I commit to launch a public outreach campaign to raise awareness and promote equal access to ICT infrastructure.

Bring WBG gender experts to inform the Geneva dialogues at least once a year/ Share WBG knowledge and data on the gender and development agenda with the Geneva community by organizing at least one event that showcase the WBG’s active role in promoting gender equality

Improve gender balance in the office and ensure that our office is an harassment free environment

Ensure that members of the CHS Alliance have Codes of Conduct that include the Protection from Sexual Exploitation, Abuse and Harassment (PSEAH), and that they measure their performance in this regard using the Verification Scheme of the Core Humanitarian Standard on Quality and Accountability (CHS).

Recruit an International Gender Champion who is active in the aid sector in Africa.

Establish and foster a network of global women leaders in order to further the aspirations of Generation Equality, the Forum, and its outcomes.

In line with the recently launched global strategy on discriminatory laws, support four countries in eliminating at least one law that discriminates against women and girls from their judicial system.

To endorse initiatives that facilitate an inclusive environment to ensure effective involvement of both men and women in solving gender rights issues, through organizing discussion groups about these issues, in their respective work environment, as well as ensuring continuity of awareness through events and talks, supporting professional networking and making available relevant trainings and material to staff members.

To promote a healthy work-life balance within the workplace by: a) raising awareness and responsibility amongst leaders and staff of this institutional priority; b) encouraging and empowering both women and men to strive towards achieving an increased level of personal satisfaction in managing the balance between work and life, which leads to increased productivity; c) implementing new strategies after assessing the work environment from the gender perspective, which promotes an individual healthy work life balance and improves productivity in the work place.

Within our monitoring and evaluation (M&E) function, maintain and promote a narrative inclusive of beneficiary data divided by sex. Incorporate a gender lens into all assessments, including baseline assessments, Third-Party Monitoring, and end-of-grant evaluation.