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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Make available training courses and knowledge materials on gender parity, gender impact and other human rights issues related to parity, in order to foster career and professional development. The training will be provided by the Fund, and the Director of the Office will work with the interested staff to secure enough time to conduct the training.

In our dialogue with, and in governing boards of, international organizations in Geneva, encourage organizations to: 1) Attain gender balance at management levels (P5 or equivalent and above) through both short- and long term measures, including the creation of a more conducive work environment, 2) Integrate the gender dimension in programmes, policies, and normative and operational work, and 3) Put in place comprehensive and transparent policies to prevent and address sexual abuse and exploitation.

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.

In our dialogue with, and in governing boards of, international organisations in Geneva, encourage organisations to: 1) attain gender balance at management levels (P5 or equivalent and above) through both short- and long term measures, including the creation of a more conductive work environment, and 2) integrate the gender dimension in programmes, policies, and normative and operational work.

Ensure that in 2020, at least 80% of all our missions will include the investigation of Sexual and Gender-based Violence in conflict or the integration of gender considerations in the documentation of international crimes and serious human rights violations.

Further improve gender balance in Justice Rapid Response’s work, by achieving a minimum of 50% women experts deployed on missions at the end of 2020.

Offer more opportunities within the Global fellowship Initiative and the Creative Spark for partners, spouses and people in transition stages of their careers.

Support and enhance the value of GCSP’s diversity by continuing to offer an inclusive and safe environment, to share good practices, and to create spaces to support constructive conversations where different perspectives can be respectfully exchanged.

That Plan International in the Region achieves and maintains gender parity at the most senior levels (CD/RHMT/HoM) and improve the balance of female leadership throughout Plan International’s offices in the region.