In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.
Ensure that partners awarded small grants from the Australian Permanent Mission in 2018 are guided by the principles of gender equality and women’s empowerment.
Conduct a three-part workshop with business school students of a university in the Netherlands to share their views on different leadership concepts with respect to their compatibility to gender equality. Part A: discussion with female students, Part B: discussion with male students, Part C: discussion of outcome of Part A and B with all participants.
Conduct a workshop to assess levels of awareness and perceptions in relation to gender equality with a particular emphasis on balancing work-life/family processes.
To offer 2 months of paid family leave to all employees in our organization, in addition to the statutory requirements.
Identify the existence of a gender component in our programmes; devise gender sensitive language for inclusion in official documents of meetings, upon the approval of States, as necessary, and ensure work plan balance among staff in the Branch, regardless of their gender.
Pursue gender budgeting in the next twelve months as a means to achieve greater equality and inclusion.
Ensure that gender equality and women representation is maintained in the expert review panels of the yearly publications of the Global Commission.
Ensure gender balance at GDP events, monitor and report on the gender composition of all GDP panels and attendees.
Staff and Senior Management Team at Gavi Secretariat (>100 people) sensitised on gender, gender informed analysis, gender and immunisation, including technical and communication aspects.
In our dialogue with, and in governing boards of, international organizations in Geneva, encourage organizations to: 1) Attain gender balance at management levels (P5 or equivalent and above) through both short- and long term measures, including the creation of a more conducive work environment, 2) Integrate the gender dimension in programmes, policies, and normative and operational work, and 3) Put in place comprehensive and transparent policies to prevent and address sexual abuse and exploitation.