In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.
Ensure that staff is aware of biases by having all (new) staff take the Harvard University Project Implicit test on unconscious gender-career bias or the Gender-based Analysis Plus (GBA+)
I will actively support staff working at my Mission, both men and women, to pursue excellence in their careers as well as to play an active role in their families (in all their forms). This will include: avoiding scheduling meetings outside of core working hours; providing adequate equipment and support to staff to enable them to work remotely when needed; participate actively in Ministry of Foreign Affairs and Trade working groups during 2018 exploring better recognition of the contemporary family in our Ministry’s posting policies.
Launch a campaign among UNOG staff and managers to reduce casual sexism and micro-discriminations in the workplace.
Support the UN Secretary-General in the development of a more equitable and enabling workplace environment through implementation of the zero-tolerance policy on sexual harassment, including through strengthening policies and development of measures and products to better inform and support staff.
Roll out globally the IOM Gender Marker and make it compulsory for all more than 2000 active IOM projects. The marker is a tool that assesses how well projects integrate gender considerations. It establishes a clear set of minimum standards for incorporating gender considerations into projects, and sets out a coding system based on how many minimum standards are met.
Provide voice and visibility to women affected by and working in conflict, by creating a virtual platform.
Ensure that all selection panels for new positions in the mission include at least one man and one woman as we believe this will help us avoid gender bias in selecting our personnel.
All OCHA staff having completed the Gender equality and human rights e-learning series module with a minimum of 80 per cent of all HQ level staff by September 2019 and 70 per cent of field level staff by 2020.