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





To enhance planning and predictability of our work to better support work and family life balance.

That the events programme of my embassy and permanent missions for the upcoming year be gender balanced.

Qatari delegations to formal or informal UN conferences, committees and high-level events to include women. Capacity building support to women delegates.

Gender balance on panels and among participants of conferences, committees and high-level events which the Mission organizes. Proactively identify opportunities to promote gender equality in the GA and respective committees. Inclusion of language on gender equality and women’s empowerment in resolutions, statements, high-level events and side events.

Commit to amplifying the voice of young people as advocates for gender equality, including their sexual and reproductive health and rights, by providing training to 300 outstanding Women Young Leaders and connecting them and Young Leader alumni to 100 opportunities to public speaking and 50 opportunities to influence decision-makers to improve policies, programs, and investments in gender equality and the health and rights of girls and women.

Commit to speaking out boldly and continually for to advance gender equality and the health and rights of girls and women, including placing sexual and reproductive health as its bedrock. This will happen in at least 20 speaking engagement, as well as in all advisory roles and meetings in 2020.

Consistently advocate for gender equality and the empowerment of women in resolutions, statements, events and through social media

Ensure gender parity within the Mission, avoid gender-stereotyping in the assignment of tasks, strengthen teamwork and collaboration of the employees on gender equality, including through a more active engagement of men in gender related issues

UNICEF aims to be a more gender-responsive workplace, supporting all staff to take advantage of family-friendly policies such as maternity and paternity leave and flextime. UNICEF will use an annual staff survey and other data to assess levels of satisfaction and concern among male and female staff, incorporating findings into responsive action by management.

Through UNICEF’s GenderPro Initiative, train and recognize applied gender programming expertise across the globe. By 2021, 80% of UNICEF gender specialists and gender focal points will have completed GenderPro learning programmes.