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.
Establish an internal "family friendly" policy urging diplomats, employees, and in particular those with managerial responsibility not to initiate meetings on Wednesdays afternoon, which would offer flexibility to staff members who may need to handle personal matters.
Launch the Geneva Group of Friends for the Elimination of Sexual Harassment (GOFESH) and organize at least one meeting at expert level, with the aim of mainstreaming this important issue throughout Geneva-based International Organizations, institutions and diplomatic representations.
I commit to implement in our Regional Delegation our Institutional Framework of Accountability to Affected People with a focus on understanding and responding to the specific needs of women and marginalized group through effective participation in needs assessments and program design and through facilitated access to feedback loops.
I commit to the effective implementation of our teleworking policy drafted in 2020 with a special attention given to staff with care responsibilities, staff with disabilities, older staff and staff who may otherwise face obstacle for being integrated in our teams.