GENDER EQUALITY CHARTER

OUR COMMITMENTS

Definition of professional equality between women and men:

It is "the equal visibility, autonomy, responsibility and participation of both sexes in all spheres

of public and private life" (Council of Europe definition). In the workplace, it refers to equal

treatment of women and men in terms of access to employment, training, mobility and

promotion or in terms of equal pay.

Parity means an equal numerical presence of men and women in a company.

ICDD goes further in its commitment because it includes all the forms of discriminations bound

for example to the gender, to the ethnic and social origins, to the language, the religion or the

convictions, the opinions, the handicap, the age or the sexual orientation.

Because the stakes of such a positioning are multiple and that all the forms of diversity must be

valued within our organization, the present charter anchors the commitment of ICDD in the

respect of values and good practices.

In addition to the application of the legal framework, which encourages companies to be fairer

and more equitable, equality must be a daily commitment that proves to be a very good source

of professional efficiency. The more complementary and diverse a team is, the more it will

bring results and performance.

ICDD invites its members and partners to adhere to the present Charter, to take position on the

principles of the equality Women / Men but also of fight against discriminations and to make

known and implement their commitments in the domain. This policy concerns members,

service providers, trainees, and partners alike.

APPLICATION OF GENDER EQUALITY IN THE INTERNATIONAL COUNCIL

FOR DIPLOMACY AND DIALOGUE

ARTICLE 1: Recognizing and promoting gender equality

In all of the Organization’s projects, in conjunction with our partners, we recognize, respect

and promote the rights and principles of equality between women and men, and combat gender-

based obstacles and discrimination. This must be verified in all bodies, at all levels and for all

categories.

ARTICLE 2: Fight against discrimination

We commit ourselves to fight against multiple discriminations allegedly based on gender,

ethnic and social origins, language, religion or beliefs, opinions, disability, age or sexual

orientation in order to concretely promote equality between women and men.

ARTICLE 3: Questioning the place of each person in the organization

We voluntarily commit to questioning the respective place of men and women in our

organization, which articulates a set of norms, statutes, rituals, rules and behaviors often marked

by the seal of gender stereotypes.

We are committed to raising awareness and/or training the members of our team, of our

organization, to identify and transform mental representations, attitudes and stereotyped or even

sexist behaviors.

ARTICLE 4: Promoting criticism of stereotypes

We commit ourselves to fight against stereotypes and to prevent, as much as possible,

prejudices, practices, verbal expressions and images based on the idea of superiority or

inferiority of one or the other gender, or on stereotyped female or male roles. We are committed

to raising awareness about the counterproductive role of gender stereotypes in achieving

equality between women and men.

ARTICLE 5: Training and awareness-raising for staff on their rights and duties

We encourage staff of all categories to participate in gender equality awareness-raising and

training activities. Furthermore, we undertake to inform the staff concerned, as well as the

management of the components and services, of the rights and duties of each person with regard

to maternity or paternity leave, parental leave, and the rights of part-time work. We will thus

ensure that the careers of staff are not penalized because of maternity (and other situations:

single-parent families, handicapped children, etc.) and in particular take into account the

consequences of maternity for the career development of female employees.

ARTICLE 6: Protecting our employees

We take note of the fact that information on the rights of victims of harassment and the help

they can receive should be widely disseminated to staff, to the management of components and

services, and in general to be vigilant with regard to situations that could lead to violence.