So I have to tell you that the IGC’s [GBV] Pledge really encouraged me to renew one of my 2021 goals, which is to require all the employees of our organization to complete an anti-sexual harassment and discrimination training. And you know, as many of the things that pertain to gender balance, diversity, equity and inclusion, I think that we all have to be very aware of the fact that this is a process that needs to be sustained over time; that this kind of trainings, this kind of goals and of actions need to be conducted on an annual basis. So, trainings that are interactive, that include a very clear example of what constitutes unlawful sexual harassment, what constitutes discrimination, very clear information on what to do, again, if somebody feels a victim of it, or witnesses it, and of course, a very clear indication on what the procedures to follow should be. So, you know, renewing and making these trainings, anti-sexual harassment and discrimination trainings a necessary annual encounter for the employees of the organization, is one of my renewed pledges for this year. And then the second one is often a topic that in the discussion with leaders of other organizations, you know, we all kind of shy away from setting targets and goals for gender composition across our talent pipelines. But you know, this setting of those targets and monitoring, how are we doing in reaching those targets? What works, what doesn’t work – and why – seems crucial. So my second commitment is to continue monitoring our progress against clear targets for the gender composition across levels in the organization. And it is a commitment that I strongly believe in, because, you know, we often talk about the fact that yes, we do need to have diversity, equity and inclusion in the workplace for those workplaces to be thriving places where, you know, employees can fulfill their potential, and organizations can achieve their missions. And we tend to have sometimes this debate in saying, “well, you know, you do have examples of workplaces that are diverse, but not necessarily inclusive” and this is true, but at the same time, we cannot have inclusiveness if we do not have diversity to start with. So that’s why the second commitment on setting those goals, ensuring that there is diversity as a basis, as a pillar, for the equity and inclusiveness that we want to see in our workplaces, is my second commitment.
IGC Secretariat – Seraina Eldada:
Aniela, thank you so much for coming to speak with us today and for sharing with us some of your insights regarding how Champions and in general leaders can really put into action, the values of the Gender-based Violence Pledge of zero tolerance against sexist attitudes and behaviors and gender-based violence. Thank you very much again, and wishing you success in the implementation of your 2022 commitments, and we look forward to speaking with you soon.
Thank you very much Seraina.