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 2,000 commitments collectively, in such areas as good governance, leadership & accountability, work-life balance, programmatic work, organisational culture etc.
We have drawn on Champions commitments and incorporated themes identified by Generation Equality to provide you with a NEW 2021 guide, here. Together with our complimentary guide on intersectional discrimination which provides suggested language and resources to for this, 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.
To require all the employees of the organization to complete an anti-sexual harassment and discrimination training that has the following characteristics : 1. The training is interactive. 2. The training includes examples that would constitute unlawful sexual harassment and discrimination. 3. The training includes information concerning the relevant legal provisions concerning sexual harassment and discrimination and remedies available to victims of sexual harassment and discrimination. 4. The training includes information addressing conduct by supervisors and any additional responsibilities for such supervisors. 5. The training includes information about the role of bystanders.
To use gender-neutral language as well as gender-diverse and multi-ethnic/racial visuals in all internal and external communications.
In 2021, I am committed to walk the green feminist road. The impacts of climate change and environmental destruction affect us all. As a global organisation, we renew our commitment to advancing climate justice – including by supporting and highlighting eco-feminist activism among our Sections, and by taking a hard look at our own policies and practices.
In 2021, I am committed to speaking out publicly and privately about systemic injustices, militarisation and abuse of power including SEA
Promote gender transformative approaches in partner organizations’ normative and operational work. Integrate key messages related to women’s rights; sexual and reproductive health and rights; women, peace and security; and combating sexual and gender-based violence, in all relevant work of the Mission.