In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.
Canada will continue to systematically advocate for meaningful commitments on gender equality and women and girl’s empowerment in resolutions, statements, and side events throughout the year and across UN bodies, including the Security Council, the General Assembly, ECOSOC, and in the broader context of the Beijing+25 anniversary.
Ensure that the Mozambique Mission statements made in the Conferences and Statutory Meetings reflect a gender perspective. The target for 2019 is at least 50% of the statements.
Progressively achieve gender parity in the composition of the delegations coming from Mozambique, to Conferences and Statutory Meetings in Geneva and Vienna. The target for 2019 is at least 40% of female delegates
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.
Launch the necessary mechanisms to ensure enabling environment for diverse composition of human resources in all levels of IFRC staff. This includes undertaking a comprehensive gender & diversity audit and equal pay review of the IFRC secretariat as well as ensuring all recruitment processes foster gender balance and diversity, with the aim of reaching full parity by 2028.
Ensure that supervisors of Programmes and Operations are trained in protection, gender and inclusion issues and that all staff and volunteers hold core knowledge of protection, gender and inclusion and the “do no harm” principle. IFRC operational managers such as Head of Operations will be trained in core competencies for protection, gender and inclusion.
Ensure gender balance in selection and recruitment of staff members in the Mission of Argentina to the United Nations.
Encourage increased female participation in all panels organized during 2020, in every UN Conference.