In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.

Filter

Category

Hubs

Champion

Ensure that gender considerations are applied effectively in the internal work of the Mission, in our HQ, the Department of Foreign Affairs and Trade, and in how we engage with partners.

Analyzing existing data on female experts taking part in ISO international standards development work to encourage greater gender balance where needed.

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.

I commit to ensuring that a sexual harassment in the work place training is provided to all staff at the Geneva Mission.

To ensure that Chile favours the nomination of women for expert vacancies in the Treaty Bodies, thus contributing to gender parity throughout the human rights system.

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.

Reach out and engage 2 male colleagues in joining this initiative.

Creating a safe working environment and a culture of prevention on sexual harassment and abuse.

Foster gender equality in UNCTAD’s recruitment and promotions – when equally qualified, we recruit the individual of the under-represented gender. - Finalization of UNCTAD implementation plan for the SG Gender Parity Strategy

Increase the percentage of the operational units at WIPO that substantively complete the gender marker coding in the annual workplans from 20% in December 2017 to 40% by the end of 2018.