I N T E R N AT I O N A L G E N D E R C H A M P I O N S G E N E V A
ANNUAL REPORT
2 0 1 6
122
united by our
commitment to break
down gender barriers
CHAMPIONS
a unique network of leaders
from over 60 countries
INTERNATIONAL ORGANIZATIONS
AMBASSADORS
CIVIL SOCIETY AND BUSINESS
2015
JULY 2015
Geneva Gender Champions Soft Launch
SEPT 2015
Formal Launch | Parity Pledge Established
APRIL 2016
MILESTONE - 100 Champions
MAY 2016
1st Mid-Term Review
SEPT 2016
Survey Completion & 1st Anniversary
OCT 2016
International Gender Champions - New York
Soft Launch
2016
300
together
we have made
more than
NOV 2016
1st Annual Meeting & Report
RELATED TO GOOD GOVERNANCE
LEADERSHIP & ACCOUNTABILITY
RECRUITMENT & SELECTION
WORK-LIFE BALANCE
ORGANIZATIONAL CULTURE
MEETINGS & CONFERENCES
COMMITMENTS
to advance gender equality
LETTER FROM THE FOUNDERS
We salute our Geneva Gender Champions!
Last year, a series of discussions about gender
equality prompted us to kick-start an inclusive
movement for change right here in our own
backyard.
We hoped this movement would galvanize the
dynamic and influential women and men leading
Pamela Hamamoto
Michael Møller
Caitlin Kraft-Buchman
organizations in Geneva to actively tackle the
obstacles to gender equality. We decided that a
tripartite structure with equal partners would be most effective: International Organizations, Member States
and Civil Society problem-solving outside of traditional structures.
So International Geneva Gender Champions (GGC) was born!
The original idea was simple: to have an immediate impact on women’s visibility and influence on panels in a
leading hub of multilateral diplomacy that hosts expert delegations and 500+ panels a year, which are often
launch pads for international careers throughout the globe. The heart and soul of our group commitment
became the Panel Parity Pledge, in which each of our Gender Champions promises to push for gender
balance on any panel on which he or she participates, acknowledging that all-male panels are a 20th century
relic, and that all-female panels are often ghettoes dedicated to women’s discussions of “women’s” issues.
Yet we wanted to do more than shift the conversation, so in addition to the Pledge we asked each Champion
to create two S.M.A.R.T. commitments specific to their organization. These commitments span from targeted
advocacy of women’s rights in multilateral discussions; to implementation of measurable gender targets for
staffing, delegation composition and procurement; to establishment of programmes and norms that prevent
discrimination against employees - seeking to make systemic change both in the local and the global spheres.
In the spirit of transparency and accountability, we asked Champions to make their commitments public by
posting them on the GGC website, and then to evaluate their progress using our year-end group survey. This
Annual Report is the first official record of our collective movements forward. We are immensely proud of how
much work has been done, and at the same time acutely aware of how much work remains.
To those who have been with us on this first year’s journey, thank you for your dedication and camaraderie. As
Geneva Gender Champions we are extremely resourceful, well-networked and determined. With 122 Gender
Champions currently in Geneva and a new sister network emerging in New York, we have only just begun!
It will take all of us working together, women and men, arm in arm, seizing this moment to place a transformative
gender equality agenda in the forefront; an agenda we are confident will bring the inclusive perspectives,
insights and innovations that we and the world so badly need.
Pamela Hamamoto Michael Møller Caitlin Kraft-Buchman
3
4 Y E A R O N E : L AY I N G T H E F O U N D AT I O N F O R S U C C E S S
To create a snapshot of our progress at year one, we asked Champions to provide
feedback via an online survey regarding their panel participation, progress on
their individual commitments and their overall impression of the initiative. Overall,
we received responses from 71 Champions (51 male, 20 female). In addition to
the survey, numerous formal interviews were conducted with Champions and
focal points over the past few months, and additional feedback was solicited
throughout the year on an informal basis.1
This comprehensive feedback has enabled us to identify four vital dynamics that
the initiative has fostered, creating a strong foundation for future growth and
success:
Leadership
Matters
Public
Commitment
&
Accountability
The “Gender
Hub” Effect
Focal Point
Empowerment
Leadership Matters
Global leaders have not ordinarily led social movements for gender equality en
masse, and in a vibrant hub of multilateral diplomacy like Geneva, this is especially
powerful. Commitment at the top is essential and sends a resounding message
throughout the organization that gender equality is a priority. Champions are
leveraging their platforms, which represent a dizzying array of sectors, to improve
gender inclusion on panels and provide increased support for women’s rightful
access to positions of influence. Close collaboration between Champions and
focal points is leading to greater credibility and efficacy of the GGC initiative
within organizations.
Coupling a Gender Champion at the top management level with a professional
staff member has proved to be a very successful practice … in terms of gender
team composition. The GCC network could only benefit from its replication. The
top-level Champion turns gender equality into an organizational priority, ensures
that it is mainstreamed … and gives green light to related actions and initiatives.
Petteri Taalas, Secretary-General, World Meteorological Organization
Public Commitment and Accountability
Transparency is at the core of the initiative. Taking the Pledge and making publicfacing commitments has promoted both personal and peer-to-peer accountability.
Making public commitments has also created proactive internal pressure to
deliver timely institutional change, compelling Champions to assess what is most
feasible for their organizations in the short, medium, and long terms.
“It is only through strong leadership and a system of accountability for gender
equality that there will be a foundation upon which gender balance and the
empowerment of women can be built.” Jan Beagle, Deputy Executive Director,
UNAIDS
1
e gratefully acknowledge the invaluable assistance provided by the Gender Centre of the Graduate Institute of International and Development Studies in analyzing
W
the data and conducting interviews.
5
“Galvanizing change is not always about starting a revolution, but rather changing
mindsets and breaking down silos. The public commitments under the Geneva
Gender Champions initiative are a very practical way to realize such change.”
Ambassador Patricia O’Brien, Permanent Representative of Ireland
The “Gender Hub” Effect
As a city-wide initiative in a leading multilateral hub, GGC is both local and global.
The network touches all corners of Geneva, from the diplomatic community
to international experts to civil society to the private sector. The result is an
emerging cultural shift, spearheaded by a network of leaders, and reinforced at
the grassroots level.
“With the presence of many international organizations based in Geneva, the GGC
is a wonderful hub to promote gender issues in UN resolutions... Moreover, all
UN agencies have to elaborate a gender strategy and the network could help
benchmarking by sharing experiences and good practices contained in these
strategies.” Ambassador Elisabeth Laurin, Permanent Representative of France
“There is great potential for change at this world hub for human rights, trade
and humanitarian work, and if we can harness the collective power of the
UN and member states we will be a powerful force. I hope we can use this
strength to also harness the untapped potential of so many women and
girls, whose contribution to solving today’s global challenges will be vital.”
Ambassador Julian Braithwaite, Permanent Representative of the United Kingdom
Focal Point Empowerment
Working beside Champions are teams of focal points, individuals tasked with
turning public commitments into actionable outcomes. Many have seen their
previous roles elevated due to the GGC initiative, while others are newly tasked
with a gender portfolio. Overall, focal points feel empowered to act. They
have organized their own knowledge-sharing networks that are enhancing our
collective local and global capacity, increasing the collaborative benefits of
the gender equality agenda within their organizations and throughout Geneva.
“We share ideas, tools, good practice. Now I can pick up the phone and ask
another gender specialist - before I had to send a formal message.” IO Focal Point
6 T H E PA N E L PA R I T Y P L E D G E
The Pledge is the core of the Geneva Gender Champions initiative. Every
Champion signs on to it.
We began with a catalytic question: “What are the obstacles to women being
in leadership positions and to their being influential?” This exercise led to the
establishment of the Parity Panel Pledge as a means to elevate women’s distinct
and expert voices. After all, fifty percent of the population warrants the same
visibility as the other fifty percent. And visibility is key for role models in the
workplace and the public space. We believe that opening up public conversation
to diverse points of view will offer 21st century results and much-needed
sustainable solutions. We seek nothing less than a culture change and a mind
shift. Importantly, the Pledge is also about doing away with women-only panels to
discuss issues (such as gender equality and children’s rights) on which men have
traditionally not been heard or seen.
“Women are systematically cited less than their male peers... Even when women
are active scholars as they are in international relations…such lack of professional
recognition means they lose visibility. Less visibility means they are less likely
to be considered by transition teams vetting government appointees, recruiters
for executive jobs, media bookers or organizers trying to put together public
programmes”. The mysterious absence of women from Middle East policy debates.
Washington Post, 20 Jan 2015
Sixty-eight Champions provided feedback on a total 472 panels2. While this
sample data is significant, we note that it does not represent feedback from all
Champions. Nevertheless, the data collected point to interesting facts. They show
that, on average, female Champions are participating in fewer panels than their
male counterparts.
Relative Representation on Panels
3%
No Information
25%
54%
Women > Men
Men > Women
18%
Men = Women
² Champions self-selected the panels on which they reported.
7
Responses to the survey also showed that gender bias still favours male panellists. An average panel
consisted of 2.5 female panellists and 3.75 male panellists, an overall gender ratio of 3:2 men to women.
This means that men had, on average, 50% higher representation than women. Parity was achieved on
18% of reported panels, however, 54% of panels had more men than women and 25% of panels had more
women than men 3. In addition, 24% of panels had only one woman, while 12% of panels had only one man.
Finally, 9.5% of panels were single-sex (with 26 all-male panels and 19 all-women panels).
Women remain underrepresented on
panels, particularly in certain areas
Gender Ratio (Male/Female) by Panel Theme
The gender ratio is the number of males divided by the
number of females on panels for a particular theme.
This chart indicates that, for example, there were more
than twice as many males than females on panels on
International Law, Telecom/IT, Science/Technology and
Security. In contrast, there were significantly less males
than females on panels on Gender Equality. The vertical
line designates the gender parity point.
Finally, the overall data showed relative parity in the
gender of panel moderators: 52% men vs. 48% women.
However, when the data are disaggregated, we found
that women Champions were almost twice as likely
to be on a panel moderated by a woman, and male
Champions were 44% more likely to be on a panel
moderated by a man.
One of the most important takeaways from the survey
is that Champions have really taken to heart the Panel
Parity Pledge and that invoking the Pledge has had
positive results. Of the 472 panels reported on in our
survey, Champions intervened 42% of the time to request
a change to the gender balance of a panel on which they
participated, and those interventions were successful
84% of the time. Of the panels reported on, there were
only five instances where Champions withdrew as a
result of gender-imbalance. Faced with a fait accompli
of a single-sex panel, some Champions chose to ask
moderators for special measures, such as only taking
questions from female members of the audience or
adding an empty chair to symbolize the absence of
women. And many have started to standardize or
mainstream their Parity Pledge by including it in all
communications regarding their organization of panels.
While the lack of baseline indicators for gender
balance on panels prior to 2015 does not allow us to
accurately measure the impact of the Pledge, it has
undoubtedly raised awareness of the critical importance
of promoting the visibility and influence of women in
expert discussions.
3
Information was missing for 3% of the panels
8 CHAMPIONS’ COMMITMENTS
Accountability for making actual progress, not just paying lip service to gender
equality, is central to the initiative, and commitments need to be directly relevant
to the specific challenges and opportunities of each Champion’s organization.
Champions were asked to undertake two additional concrete and measurable
(S.M.A.R.T.) institutional actions to advance gender equality, either in the executive
management of the organization or in its programmatic work . These actions could
be drawn from strategy documents or work plans of the organization, existing
work could be made more visible with a view to strengthening ongoing efforts, or
new initiatives could be launched specifically due to the initiative.
Approximately 300 commitments were made by Champions in the first year of the
initiative. Some deeply targeted, some aspirational, commitments fall on a broad
spectrum depending on where each Champion’s organization currently lies on its
path to gender equality.
What are S.M.A.R.T. Commitments?
Specific; Measurable; Achievable (Action-oriented & Ambitious); Realistic
(Relevant & Resourced); Time-Bound.
Champions reported on 156 commitments in the survey, with examples cited
under specific categories below (each commitment could be assigned to more
than one category).
Good Governance (26% of commitments)
-E
nsure that at least 30% of participants in IPU Assemblies are women, and that
all decision-making structures of the IPU comprise a minimum of 30% women
by 2017 and reach 40% by 2020. (IPU)
- IFRC Strategic Framework on Gender and Diversity should be implemented by
IFCR Secretariat, and adopted by at least 50% of its member National Societies
for national application. (IFRC)
Leadership and Accountability (41%)
-C
reate a Gender Equality Seal for the Union by the end of 2016. (IUCN)
-U
ndertake a global survey and research on the situation of women in the world
of work to identify aspirations, obstacles and innovative action. (ILO)
Meetings & Conferences (30%)
-E
ncourage gender balance among delegates and track and publish those
numbers of female delegates attending the conferences. (ITU)
Organizational Culture (49%)
-G
ender equality and human rights e-learning series on mainstreaming
competencies launched with 80% of new HQ level staff having completed the
module by September 2016. (WHO)
There is a big advantage
in having our leader make
commitments publicly and
having to deliver. This is
quite different from any
accountability processes we
have within our institution.
We also see colleagues
pushing our leaders to
go further than what the
organization would have
done willingly. These insideoutside pressures are very
complementary and that’s
what makes this initiative
so unique (IO Focal Point).
9
-E
liminate gender stereotypes in the allocation of responsibilities by assigning
tasks based on the individuals’ skills, aptitudes and aspirations and not on
sexual stereotypes. (Mexico)
Recruitment & Selection (25%)
- Improve by 10 points the percentage of women in management level at the
Permanent Mission by 1 Sept 2016. (Switzerland)
Work-Life Balance (19%)
- S
trive for a balance of work and family life for both women and men.
We will, inter alia, avoid calling meetings in the early morning or late
afternoon. (Denmark, Finland, Iceland, Norway and Sweden working
together to realize their commitments.)
Champions also reported on actions they had taken to implement their commitments. 46% of actions taken
were related to instituting new policies, engaging employees or dedicating human resources in order to
achieve commitments.
Action Taken to Achieve Commitments
10%
7%
Provided Training
5%
17%
Allocated New
Financial Resources
Instituted
a New Policy
8%
Developed
New Partnerships
17%
Engaged
Employees
Held Side Events to
increase the dialogue
related to the issue
5%
Included this item as
an agenda-item in
UN-related meetings
Successfully negotiated a
resolution affecting
this area
12%
Dedicated Human
Resources
7%
4%
8%
Developed new
programme
Other
Interview findings indicate that many commitments were originally made in consultation with focal points in order
to fully grasp organizational capacity and needs. In many cases, the design and formulation of these public
commitments were used to reinvigorate, develop and/or improve gender policies and programmes. Focal points
have found that the public nature of the leadership commitments has given them the additional mandate to push
through pipeline activities and sometimes stretch them further. More specifically, the initiative has helped push the
development of targeted action plans to ensure timely implementation of gender policies.
Overall, a significant number of first-year commitments have been met. Some of these commitments are being
replaced, while others will remain in place to further build upon for even greater impact. Of the commitments that
were not met, many related to Leadership & Accountability and Organizational Culture, which tend to be longer-term
in nature. Going forward, it would be useful to break commitments into yearly targets so that tangible progress can
be measured more easily. At the same time, only 1% of commitments were determined to have proven unfeasible.
Of the commitments that were met, Champions stated that approximately half the time they encountered no major
hurdles. Where obstacles were encountered, the primary explanation related to lack of resources or dedicated
staffing. In interviews, several focal points also spoke of the need to get more buy-in from senior and middle
managers in their organizations.
10 THE YEAR AHEAD
As highlighted in this report, it has been a busy year for Champions and much has been accomplished. Of
course, there is still more work to be done. For the year ahead, Champions are renewing, revising or replacing
their individual commitments to reflect progress to date and any shift in priorities. For increased strategic
engagement, new Impact Groups will be led by Ambassadors and Heads of International Organizations and
NGOs to capitalize on the many benefits of collaboration and action.
We were excited to support the October 2016 soft-launch of “International Gender Champions – New York”
and look forward to helping it blossom in the coming year. Similar discussions are underway with leaders in
other important hubs of multilateral diplomacy, and we are confident that the model we created in Geneva
will inspire and guide International Gender Champions around the world. Our new name, International Gender
Champions, signals that the movement is now worldwide.
Lastly, over the next twelve months, we will focus on broadening the scope and influence of our commitments
by encouraging Champions to adopt the following five key priorities:
1. S trengthen and Deepen the Panel Parity Pledge: Ask every member of your organization – from senior
management to interns - to adopt the Pledge, and commit to ensuring that all panels held in your facilities
or affiliated with your organization adhere to its principles.
2. Amplify Our Message: Use your leadership platform to augment this critical initiative and commit to make
at least one significant speech, write at least one opinion piece or create at least one video highlighting
your vision for gender equality.
3. Empower Senior/Middle Management: Ensure senior managers and middle managers are informed and
inspired to create a unified force for change. Focal points continue to play a vital role in the success of this
initiative, and with support from their Champions, they have been empowered to act. We need to ignite
proactive movements at all levels of the organization.
4. Increased
Focus on Key Areas: Concentrate effort on areas where women remain severely underrepresented (i.e., countering violent extremism, security, telecom/IT) and on geographic regions where
Champions remain under-represented.
5. Data Collection: Keep track of your participation on panels and progress toward meeting your commitments
throughout the year to facilitate year-end reporting. The feedback we collect is extremely valuable and will
continue to help shape our strategy going forward.
LIST OF CHAMPIONS
Founders
Ambassador Pamela Hamamoto
Permanent Representative | U.S.A
Caitlin Kraft-Buchman
Founder/ Executive Director |
Women@TheTable
Michael Møller
Director-General | UNOG
Current Champions
Ambassador Sameh Aboul-Enein
Senior Advisor |Geneva Academic
Institutions and Organizations
Jennifer Brant
Director | Innovation Insights
Phillippe Burrin
Director | Graduate Institute
Nan Buzard
Executive Director | ICVA
Ambassador
Mehmet Ferden Çarıkçı
Permanent Representative |
Turkey
Dr. Margaret Chan
Director-General | WHO
John Fisher
Advocacy Director | Human
Rights Watch
Ambassador Kok Jwee Foo
Permanent Representative |
Singapore
Ambassador Jonathan Fried
Permanent Representative to
WTO | Canada
Isabelle Gattiker
General Director |
International Festival and Forum
on Human Rights
Zeid Ra’ad Al-Hussein
High Commissioner | OHCHR
Ambassador Kyong-lim Choi
Permanent Representative |
Republic of Korea
Inger Andersen
Director General | IUCN
Martin Chungong
Secretary General | IPU
Robert Glasser
Special Representative of the
Secretary-General | UNISDR
Ambassador Mohamed Auajjar
Permanent Representative |
Morocco
Ambassador Marcelo Cima
Permanent Representative |
Argentina
Arancha González
Executive Director | ITC
Roberto Azevêdo
Director-General | WTO
Ambassador Baba Cisse
Permanent Representative |
Senegal
Christian Friis Bach
Executive Secretary |
UNECE
Ambassador Veronika Bard
Permanent Representative |
Sweden
Alfonso Barragues
Director | UNFPA
Jan Beagle
Deputy Executive Director |
UNAIDS
Seth Berkley, MD
Chief Executive Officer | GAVI
Ambassador Daniel Blockert
Permanent Representative to
WTO | Sweden
Yann Borgstedt
Founder and chairman |
Womanity Foundation
Ambassador Ridha Bouabid
Permanent Observer | IOF
Ambassador Julian Braithwaite
Permanent Representative |
United Kingdom
Ambassador
Pedro Afonso Comissário
Permanent Representative |
Mozambique
Ambassador
Hans-Joachim Daerr
Permanent Representative |
Germany
Ambassador Suraya Dalil
Permanent Representative |
Afghanistan
Ambassador
Regina Maria Cordeiro Dunlop
Permanent Representative |
Brazil
Jan Dusik
Director | UNEP
Ambassador Christian Dussey
Director | GCSP
Mark Dybul
Executive Director | The Global
Fund to Fight AIDS, Tuberculosis
and Malaria
Fabiola Gianotti
Director-General | CERN
Ambassador
Ricardo González Arenas
Permanent Representative |
Uruguay
Shea Gopaul
Executive Director | GAN
Filippo Grandi
High Commissioner | UNHCR
Judith F. Greenwood
Executive Director | CHS Alliance
Ambassador Thomas Guerber
Director | DCAF
Francis Gurry
Director General | WIPO
Katherine Ann Hagen
Founder and Executive Director |
GSO
Ambassador Thomas Hajnoczi
Permanent Representative |
Austria
Ambassador Terhi Hakala
Permanent Representative |
Finland
Ambassador Hala Hameed
Permanent Representative |
Maldives
LIST OF CHAMPIONS
Ambassador Keith Harper
Representative to HRC | U.S.A.
Jovan Kurbalija
Director | DiploFoundation
Ambassador Andreas Ignatiou
Permanent Representative |
Cyprus
Paul Ladd
Director | UNRISD
Wolfgang Jamann
Secretary General/CEO |
CARE International Secretariat
Ambassador Tehmina Janjua
Permanent Representative |
Pakistan
Simon Jones
Director | UNICC
Rev. Dr. Martin Junge
General Secretary |
Lutheran World Federation
Ambassador Jănis Kărkliņš
Permanent Representative |
Latvia
Ambassador
Nazhat Shameem Khan
Permanent Representative | Fiji
Mukhisa Kituyi
Secretary-General | UNCTAD
Ambassador Filloreta Kodra
Permanent Representative |
Albania
Ambassador Anna Korka
Permanent Representative |
Greece
Ambassador
Vesna Batistić Kos
Permanent Representative |
Croatia
Khalid Koser
Executive Director | GCERF
Ambassador
Deyana Kostadinova
Permanent Representative |
Bulgaria
Ambassador Andrius Krivas
Permanent Representative |
Lithuania
Ambassador Elisabeth Laurin
Permanent Representive |
France
Anne-Sophie Lois
UN Representative and Head of
Office | Plan International
Ambassador Jorge Lomonaco
Permanent Representative |
Mexico
François Longchamp
President | Conseil d’État du
canton de Genève
Philip Lynch
Director |International Service for
Human Rights
Ambassador
Marta Maurás Pérez
Permanent Representative |
Chile
Peter Maurer
President | ICRC
Ambassador
Rosemary McCarney
Permanent Representative |
Canada
Ricardo Meléndez-Ortiz
Chief Executive Officer | ICTSD
Staffan de Mistura
Special Envoy for Syria |
United Nations
Ambassador Geert Muylle
Permanent Representative |
Belgium
Ambassador
Dr. Francois Xavier Ngarambe
Permanent Representative |
Rwanda
Linda Kromjong
Secretary-General | IOE
Ambassador Thanh T. Nguyen
Permanent Representative |
Viet Nam
Ambassador Ajit Kumar
Permanent Representative |
India
Ambassador Patricia O’Brien
Permanent Representative |
Ireland
Rolph Payet
Executive Secretary |
BRS Conventions
Andrea Pedrazzini
Chief Executive Office
Saatchi & Saatchi | Switzerland
Alkistis Petropaki
General Manager Advance
Women in Suiss Business
Ambassador
Marie-Thérèse Pictet-Althann
Permanent Observer |
Sovereign Order of Malta
Ambassador Michael Punke
Permanent Representative to
WTO | U.S.A.
Ambassador John Quinn
Permanent Representative |
Australia
Ambassador Aviva Raz Shechter
Permanent Representative |
Israel
Carl Reaich
Consul-General | New Zealand
Ambassador Cecilia B. Rebong
Permanent Representative |
Philippines
Barbara Ryan
Director | GEO
Guy Ryder
Director-General | ILO
Jarmo Sareva
Director | UNIDIR
John Scanlon
Secretary-General | CITES
Simona Scarpaleggia
Co-Chair of the UN High Level
Panel on Women Economic
Empowerment |
CEO of IKEA Switzerland
Klaus Schwab
Founder and Executive Chairman
| World Economic Forum
Nicole Schwab
Co-Founder |
EDGE Certified Foundation
Ambassador Maurizio E. Serra
Permanent Representative | Italy
LIST OF CHAMPIONS
Nikhil Seth
Executive Director | UNITAR
Ambassador
Dr. Syed Tauqir Shah
Permanent Representative to
WTO | Pakistan
Ambassador
Elayne Whyte Gómez
Permanent Representative |
Costa Rica
Chris Williams
Executive Director | WSSCC
Ambassador Misako Kaji
Permanent Representative to
HRC | Japan
Ambassador Steffen Kongstad
Permanent Representative |
Norway
Ambassador Peter Sørensen
Head of the Delegation |
European Union
Ambassador Robert Wood
Permanent Representative to
Conference on Disarmament |
U.S.A.
Ambassador Carsten Staur
Permanent Representative |
Denmark
Ambassador Valentin Zellweger
Permanent Representative |
Switzerland
Ambassador Yvette Stevens
Permanent Representative |
Sierra Leone
Houlin Zhao
Secretary-General | ITU
Ambassador Joachim Rücker
Permanent Representative |
Germany
Ambassador Vojislav Šuc
Permanent Representative |
Slovenia
Alumni
Margareta Wahlstrom
Director | UNISDR
William Lacy Swing
Director General | IOM
Ambassador
Alexandros Alexandris
Permanent Representative |
Greece
Elhadj As Sy
Secretary General | IFRC
Alanna Armitage
Director | UNFPA
Petteri Taalas
Secretary General | WMO
Ambassador Alberto D’Alotto
Permanent Representative |
Argentina
Ambassador Thani Thongphakdi
Permanent Representative |
Thailand
Ambassador Stefano Toscano
Director | GICHD
Aniela Unguresan
Co-Founder |
EDGE Certified Foundation
Andras Vamos-Goldman
Executive Director |
Justice Rapid Response
Jos Verbeek
Adviser | World Bank
Ambassador Adrian Vierita
Permanent Representative |
Romania
Marilena Viviani
Director of the Geneva Liaison
Office | UNICEF
Scott Weber
Director-General | Interpeace
Ambassador
Bertrand de Crombrugghe
Permanent Representative |
Belgium
Ambassador Martin Eyjolfsson
Permanent Representative |
Iceland
Ambassador Alexandre Fasel
Permanent Representative |
Switzerland
António Guterres
High Commissioner |UNHCR
Rolf Heuer
Director General |CERN
Selina Jackson
Special Representative to WTO |
World Bank
Michael Jarraud
Secretary-General | WMO
Ambassador Päivi Kairamo
Permanent Representative |
Finland
Ambassador Eviatar Manor
Permanent Representative |
Israel
Rachael Reilly
Geneva Representative |
Women’s Refugee Commission
Ambassador Hailong Wu
Permanent Representative |
China
www.genderchampions.com
Designed and Printed at United Nations, Geneva – 1623055(E) – October 2016 – 700 – DCM/OD/2016/32