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

I will systematically advocate for gender-sensitive policies on transitional justice processes throughout the year.

Meet on a quarterly basis with a peer Permanent Representative to compare notes and share experiences on positive gender practices and share a gender-dimension on operational concerns.

Create a working environment at the ICRC delegation to the UN in New York where women can thrive. The ICRC working environment in NY is: 1. compatible and friendly to work-family life balance through flexible work arrangements and sensitivity in scheduling of meeting times 2. supportive of women in leadership roles offering a) more autonomy in their current roles b) new opportunities c) mentoring.

Promote a culture of gender equality through empowerment, upliftment, training and raising awareness of employment opportunities for Namibians in International Organisations.

Encourage gender balance amongst Namibian delegations attending meetings/conferences at the United Nations, and other International Organisations in Geneva, as well as in events organised by the Permanent Mission of Namibia to the United Nations in Geneva

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.

The ICRC carries out an external review of gender equality, including equal pay, and takes necessary actions based on the results of this review.

The ICRC reinforces its prevention against and response to sexual violence in 14 operational contexts; and commits to engage local communities, including sexual violence survivors, in the design of our humanitarian response.

Institutionalize capacity building on gender equality for all staff at every level which will ensure a better integration of gender equality throughout DCAF's work.

Consolidating recent institutional reforms and the adoption of new Rules and Regulations, a Code of Ethics and a Personal Integrity Policy, all DCAF staff is being sensitised to these policies and guidelines, ensuring full respect for and promotion of gender equality, diversity, the protection of everyone’s personal integrity and a healthy work life balance for all staff, men and women alike.