By connecting strong female and male leadership within and between key institutions, the network facilitates a deeper level of collaborative exchange and leverages institutional knowledge.
The core of the International Gender Champions work begins with the Panel Parity Pledge and Two Smart commitments that each Champion makes every year.
The Panel Parity Pledge: Creating International Awareness & raising women’s voices
Visibility is key for role models in the public space and the workplace, and women’s distinct and expert voices must be elevated through gender parity. Diverse points of view generate sustainable, innovative solutions, and lead to a change in culture.
Through the Panel Parity Pledge, Champions commit to no longer take part in any single-sex panels. This Pledge has made the notion of single-sex panels unacceptable in the hubs where IGC operates and Champions have thus taken the lead in raising awareness of the need to ensure gender parity.
How do I uphold the PPP? See our quick guide!
S.M.A.R.T. Commitments: A thousand steps closer to gender equality
Each Gender Champion makes two personal commitments to advance gender equality in their organisation or programmatic work. All Gender Champions report on their commitments in the end of each calendar year. Some examples are including below. These commitments are:
- Specific to the Champion and their organisation
Since IGC’s foundation in 2015, Champions have made over 1,000 commitments collectively, in such areas as good governance, leadership & accountability, work-life balance, programmatic work, organisational culture etc.
Examples of the most powerful commitments undertaken by Champions can be found here. A guidance on how to craft S.M.A.R.T. commitments is also available here.
In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.
That the system reaches gender parity at the most senior levels (USG/ASG) for posts in which I have direct authority by the end of 2021, and across the system well before 2030.
Ensure 50% of CARE’s senior leadership team in East, Central and Southern Africa are posts taken up by African women.
Encourager la participation du personnel de la Délégation dans une réflexion sur l’équilibre de la parité en diffusant un questionnaire et en mettant en application, dans la mesure du possible, les solutions proposées.
Renforcer la coopération avec le Bureau Fédéral de l’égalité entre femmes et hommes (BFEG) en termes de reporting systématique des travaux de l’OCDE sur l’égalité, mais également en termes de contact et de participation à des projets sur l’égalité des sexes de l’OCDE.
To initiate a dialogue with OECD and UNESCO (either alone or with other Champions) on gender disaggregation in the statistical work of the organizations: is the data collected sufficiently disaggregated, is there scope for improvement, and what could the organizations do vis-à-vis the member states and others to compile more gender disaggregated data?