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Your trusted partner for product sourcing, freight forwarding, and fulfillment from China

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Your trusted partner for product sourcing, freight forwarding, and fulfillment from China

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Get a free fulfillment quote and discover cost-effective logistics solutions tailored to your business. Whether you need warehousing, order fulfillment, product sourcing, or international shipping from China, our team will provide a customized quote based on your requirements. Contact us today to simplify your supply chain and grow your business with reliable, efficient fulfillment services. https://oneshippros.com/

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China Fulfillment Agent & Shenzhen 3PL | OneShipPros

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OneShipPros is a China fulfillment agent offering automated Shenzhen 3PL warehousing and e-commerce sourcing solutions. Scale your global supply chain.

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UNOV/UNODC Network of Gender Strategy Focal Points & Focal Points for Women

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UNOV/UNODC Network of Gender Strategy Focal Points & Focal Points for Women

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The United Nations Office at Vienna/United Nations Office on Drugs and Crime (UNOV/UNODC) Strategy on Gender Equality and the Empowerment of Women, launched in 2018, requires the establishment of a network of Gender Strategy Focal Points, which includes Focal Points for Women. Gender Strategy Focal Points assist in the process of gender mainstreaming technical assistance, internal structures and mechanisms and Focal Points for Women provide support to staff and senior managers, specifically in terms of gender parity. The network also supports activities to promote an organizational culture that exemplifies a commitment to gender equality and is free from bias, sexual harassment and discrimination. The Gender Team, located in the Office of the Director-General/Executive Director, coordinates the network which is comprised of around 100 personnel based at headquarters and across UNODC’s field office locations.

Find more updates on the activities of the UNOV/UNODC on gender equality and women’s empowerment: https://www.unodc.org/unodc/en/gender/news.html

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UNOV/UNODC Gender Teams Gender Mainstreaming Webinars

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UNOV/UNODC Gender Teams Gender Mainstreaming Webinars

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The United Nations Office at Vienna/ United Nations Office on Drugs and Crime (UNOV/UNODC) Gender Team provides tailormade workshops and trainings on gender mainstreaming to staff at HQ and FOs. With the onset of the COVID-19 pandemic in March 2020 and subsequent restrictions on travel, the team has repurposed in-person trainings and provided interactive online trainings for more than 1000 personnel.  The webinars cover various topics such as: basics of gender equality and the empowerment of women; normative framework and international standards and commitments on gender equality and the empowerment of women; how to integrate gender considerations in UNODC technical assistance projects and programmes; importance of gender sensitive and inclusive language.

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Gender Parity and Enabling Environment in the UNODC Field Offices

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Gender Parity and Enabling Environment in the UNODC Field Offices

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While the representation of women has visibly increased in the UN-headquarters over the past years, it is widely recognized that gender parity remains a challenge in the field offices. To promote parity across offices, in 2019 UNODC has launched a Compendium of good practices for enhancing an enabling work environment in the field. The Compendium was developed in a consultative process with the field offices. It addresses, amongst others, the adaptation of flexible working arrangements in view of differing contract modalities. In October 2020, further input from the field was sought during Enabling Environment Week – a joint initiative of the Vienna-based organizations CTBTO, IAEA, IOM, UNCITRAL, UNIDO, UNOOSA and UNOV/UNODC, with support of IGC. During this week, UNOV/UNODC hosted a session with field representatives from UNIDO and UNODC, as well as experts from UN Women and UN-GLOBE, which explored challenges and opportunities for creating an enabling work environment in the field.

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An organizational culture which encourages the giving and receiving of feedback and supports insightful dialogue creates an enabling work environment, and such environment fosters gender parity. A coaching culture is the most effective way to ingrain company values, increase staff engagement, build authentic relationships and retain top talent. Studies on the effects of coaching have shown that individual development, as well as retention of learning are more effective when they are accompanied by coaching. This is an important insight, as the majority of participants of UNOV/UNODC trainings are women. To bring about and establish coaching culture at UNOV/UNODC, 9 female staff members of UNOV/UNODC completed an intensive certified coaching training in 2020 to become fully certified coaches. As a result, there are now 13 certified coaches, including 1 certified executive coach, at UNOV/UNODC who, in 2020, provided over 200 coaching sessions to female staff and personnel both at Headquarters in Vienna as well as UNODC field offices.

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Vienna-based Organizations say #WeMustDoBetter on International Women’s Day 2020

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Vienna-based Organizations say #WeMustDoBetter on International Women’s Day 2020

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To mark International Women’s Day 2020, six Vienna-based Organizations (CTBTO, IAEA, IOM Vienna Regional Office, UNIDO, UNOOSA and UNOV/UNODC) launched a social media campaign under #WeMustDoBetter. In the campaign video, the heads of these entities (five of them International Gender Champions) and their personnel note that while there have been achievements to advance gender equality, a lot remains to be accomplished. The online campaign was complemented by a photobooth where personnel and visitors of the Vienna-based Organizations could express support for #WeMustDoBetter.

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Did you know that domestic work would represent 39% of GDP if economically valued? To increase internal and external buy-in, the UNIDO Gender Office has developed a series of pop quizzes on gender equality and the empowerment of women. The quizzes, which feature insightful facts and figures on gender equality, are used as an interactive tool for presentations and workshops. They have proven to be effective “food for thought” to contribute to a mentality change and broader understanding of the repercussions of gender inequality at work and around the globe.

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3 TII - Womens Day Celebration 2020  (104)

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UNIDO’s policy on panel parity: Administrative instruction on equal representation of women

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UNIDO’s policy on panel parity: Administrative instruction on equal representation of women

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Inspired by the IGC Panel Parity Pledge, UNIDO has promulgated an administrative instruction on panel parity in May 2020. The administrative instruction ensures that events convened by or under the auspices of UNIDO do not feature speakers or panelists of one gender only, nor limit the participation of any gender to moderator or facilitator roles. It is accompanied by a guidance note for personnel to implement UNIDO’s commitment to panel parity, as well as a database of women speakers.

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VCDNP's Work on DEI and Development of a Responsible & Respectful Behavior Policy

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VCDNP's Work on DEI and Development of a Responsible & Respectful Behavior Policy

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The Vienna Center for Disarmament and Non-Proliferation (VCDNP) and its parent organization, the James Martin Center for Nonproliferation Studies, have contracted with a third party to conduct trainings on Diversity, Equity and Inclusion and to develop a roadmap to further improve efforts on promoting inclusiveness and gender-equity in the workplace and within the VCDNP’s programs and activities.

The VCDNP has also developed a Responsible and Respectful Behavior Policy and published it online. The Policy provides guidance on appropriate behavior at VCDNP events (organized or sponsored) and in the workplace.

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UNOPS has reinforced its digital talent attraction strategy by launching targeted recruitment campaigns on Google, Facebook, LinkedIn and Twitter on a monthly basis. Since 2018, UNOPS has been investing in talent social sourcing – particularly in areas where UNOPS has not reached gender parity. In 2019, our outreach campaigns have generated an estimated reach of +7.2 millions, attracted +45.9K women to our job portal and increased  the number of female followers of our corporate social media channels by + 38k.

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“We have never had women working on road construction sites before and UNOPS has shown us that it is possible” –  Vice President of The Gambia, Dr. Isatou Touray.

Since UNOPS Executive Director Grete Faremo joined IGC, we have put in place an ambitious gender mainstreaming strategy to enhance gender equality through UNOPS projects. Through this strategy, we pledge to ensure that every project and programme, wherever possible, integrates gender considerations that strive to deliver equal benefits for women, men, girls and boys.

In The Gambia, in a UNOPS-implemented project that is building or rehabilitating more than 100 kilometres of rural feeder roads labour-based construction teams, comprise more than 60 per cent women.

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UNOPS contributing to women’s economic empowerment

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UNOPS contributing to women’s economic empowerment

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Last year, UNOPS projects created almost 2 million days of work for women and young people, contributing to the achievement of SDG 5 – Achieve gender equality and empower all women and girls. Ensuring that project design and project implementation actively targets the empowerment of women is a key priority of UNOPS work. Furthermore, in 2019 $14 million of procurement tenders were awarded to women-owned businesses, enabled by dedicated measures to highlight and support such businesses through provisions in policies and tools.

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Since Executive Director Grete Faremo joined IGC, UNOPS has put in place the ambitious objective to reach gender parity by the end of 2020. To support this goal, we have adopted gender parity special measures (including recruitment policy changes, talent outreach and inclusive leadership), which to date, have enabled us to improve our gender parity ratio by 6 per cent increasing the number of women in our workforce to 45 per cent.

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Saint Lucia L1070285 © UNOPS Elise Laker

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LWF: publishing advocacy handbook for advancing women's human rights

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LWF: publishing advocacy handbook for advancing women's human rights

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After five years of annual trainings to strengthen in-country capacity to advocate for women’s human rights through the use of specific UN instruments of the United Nations (UN), LWF and a consortium of partners decided to publish a handbook for its network. It builds on the training and contains specific real-life examples intended to guide practitioners. The annual face-to-face training will be replaced by a virtual training in autumn 2020, making it accessible to practitioners around the globe.

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Permanent Mission of Colombia to the UN in NYC

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Permanent Mission of Colombia to the UN in NYC

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The delegate team of the Permanent Mission of Colombia to the UN in New York is proud to be gender balanced. We have a culture in which we hear and support each other. We grow thanks to the shared experiences and team work.

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UN Women: LGTBQI+ inclusion in the UN system

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UN Women: LGTBQI+ inclusion in the UN system

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UN Women works closely with UN Globe to promote and advocate an enabling environment for LGBTQI+ personnel in the UN workplace as part of implementing the Enabling Environment Guidelines in support of the Secretary-General’s Strategy on Gender Parity. Check out inspiring message from UN Globe Vice President Mr Gabe Scelta about the importance of LGBTQI+ inclusion.

https://youtu.be/wqMlhuBEopk

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Why LGBTQI+ inclusion is important to the UN and beyond | Gabe Scelta

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UN Women: Gender Focal Points are key agent for change in the UN system

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UN Women: Gender Focal Points are key agent for change in the UN system

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UN Women coordinates the 350+ system-wide network of Gender Focal Points who are mandated to support their heads of entities to advance gender parity and transform organizational culture including implementing the Enabling Environment Guidelines. The Office of the Focal Point for Women in the UN System at UN Women provides advice, capacity building resources and share best practice so colleagues can learn from each other to be more effective agents of change.

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UN Women: Enabling Environment Guidelines for the UN system

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UN Women: Enabling Environment Guidelines for the UN system

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UN Women produced the Enabling Environment Guidelines in support of the Secretary-General’s Strategy on Gender Parity in 2019. The comprehensive Guidelines take an intersectional approach to provide clear recommendations for organizations, managers and individual colleagues to improve workplace flexibility, family-friendly policies and standards of conduct. Under COVID-19, we also created a one-pager Ten Ways to Create an Enabling Environment during COVID-19 .

Contact focalpoint.forwomen@unwomen.org for more resources!

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OHCHR launched in 2017 the EMERGE programme which addresses specific needs of high-potential mid-level (P3) female staff from across the UN system and aims at strengthening leadership competence and style of emerging women leaders to take on greater responsibilities. The programme is an example of inter-agency collaboration explicitly aligned to the goal of reaching gender parity in the UN system.

Please see attached article in the UN Special

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OHCHR piloted successfully the new Gender Accreditation Programme in OHCHR Offices in the Occupied Palestinian Territory and Cambodia. This new programme has the potential to reinforce the capacity of OHCHR staff members to integrate a diversity and gender perspective in OHCHR substantive work, composition, culture and processes. OHCHR is doing the full roll-out in 2020 in OHCHR Ukraine and OHCHR Colombia.

Please see OHCHR annual report page 80

https://www.ohchr.org/Documents/Publications/OHCHRreport2019.pdf

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OHCHR has continued to promote the implementation of the UN Human Rights Dignity@Work Policy and Action plan, ensuring its effectiveness, including through the implementation of innovative and practical measures to enhance the workplace so that staff at all levels are respected, valued and held to account for their conduct.  Of note in 2019 was the establishment of internal protocols for managing prohibited conduct and expansion of the Dignity Contacts Network to now include focal points in OHCHR field presences.  OHCHR was particularly proud when the Dignity@Work initiative was selected as a finalist in the staff engagement category for the 2019 UN Secretary-General Awards. The policy has been showcased as a good practice in the UN enabling environment guidelines.

Please see UN supplementary enabling environment guidelines and Dignity@Work Policy & Action Plan visuals

https://www.unwomen.org/-/media/headquarters/attachments/sections/library/publications/2019/gender-parity-enabling-environment-guidelines-supplementary-guidance-en.pdf?la=en&vs=1535

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Dignity@Work Policy visuals for SG Award_Final 

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Inter-Parliamentary Union:  Showing solidarity with women's movements

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Inter-Parliamentary Union:  Showing solidarity with women's movements

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In June 2019, IPU staff showed support to and solidarity with the Swiss women's strike demanding equality in all areas of life. The movement later led to an unprecendent increase in the percentage of women elected to the national parliament: over 41%, up from 32%.

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In April 2020, the IPU began a Secretariat-wide participatory gender audit to garner best practices and identify opportunities to further boost gender-sensitive policies and practices, and enhance gender mainstreaming capacity across teams.

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Women Entrepreneurs: An Action Plan to "Build Back Better"- a new publication for the post-COVID-19 era by W10, ITC, ICC, and UPS 

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Women Entrepreneurs: An Action Plan to "Build Back Better"- a new publication for the post-COVID-19 era by W10, ITC, ICC, and UPS 

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COVID-19 is reshaping global value chains and policy landscapes. This calls for actions by key stakeholders to ensure that ‘building back better’ does not leave women entrepreneurs behind. In Women Entrepreneurs: An Action Plan to ‘Build Back Better’, ITC, ICC, UPS and W20 present nine actions that governments, corporations and the global community can take to involve women as part of the solution for economic resilience beyond the pandemic. As thought leaders contribute insights on key trends and potential scenarios for women in trade, the policy brief also underlines IGC’s campaign on leadership for gender equality.

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Women Entrepreneurs: An Action Plan to 'Build Back Better'

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LWF: Men's voices vital in quest for gender justice

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LWF: Men's voices vital in quest for gender justice

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Lutheran World Federation Secretary General and Gender Champion, Rev Dr Martin Junge, used the occasion of 8 March to declare that Gender Justice is not a ‘women’s issue’ and committed to "a stronger participation of men in the quest for gender justice".

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Making Public Procurement Work for Women: A step-by-step guide by ITC

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Making Public Procurement Work for Women: A step-by-step guide by ITC

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Did you know that women-owned businesses account for only 1% of public procurement? In Making Public Procurement Work for Women, ITC provides practical steps for policymakers, statistical offices and procuring entities on how to design a roadmap, implement preferential policies for women, and monitor progress of a women-inclusive public procurement programme over time. By tackling the barriers faced by women-owned businesses when competing for public tenders, the guide contributes towards the shared goal of IGC and ITC to break down gender barriers and promote women’s economic empowerment.

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Making public procurement work for women

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World Vision International - East Africa Regional Office

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World Vision International - East Africa Regional Office

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Our regional director, Dr Stephen Omollo became an international gender champion on Friday 26 June 2020.

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GCSP: Staff training on inclusive culture (Fleur Heyworth)

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GCSP: Staff training on inclusive culture (Fleur Heyworth)

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A staff training was organized in January to raise awareness of the importance of creating psychological safety for all staff. Staff members were invited to practice giving constructive feedback at the end of the session.