In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.

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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.

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.

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.

At my workplace I will promote women empowerment by encouraging the professional development of all female staff, providing incentives and ensuring equal opportunities.Promote a greater representation of women experts, leaders and professionals of Mexico working within the UN System, as well as the private sector in Austria.

Review twice yearly progress on implementation of UNIDIR’s Gender and Diversity Action Plan with all staff with a view to prioritizing and mainstreaming gender awareness and ongoing engagement on capacity building, representational, and communication commitments.

I commit that UN-Habitat will achieve its 50/50 Gender Parity targets in the agreed timeframe, by actively promoting and encouraging the professional development of all female staff using all measures available. Particularly, to offer equal opportunities for their own career development leading to increased female representation at higher levels.

Promoting among the ISO family the importance of women's participation in ISO work.

Ensuring that key steps are taken to implement the Lutheran World Federation gender justice policy.

Provide individualized support for career and professional development to a minimum of five women per year between P3 and P5 levels at WIPO, prioritizing those with supervisory responsibilities.