Description of the action
Visibility + Engagement + Recognition = Opportunity
Context
• ILA corporate member “affiliated members” predominantly men
• ILA Committees, the percentage of women is even less than 25% in the majority of the committees
• ILA speakers (panels & facilitators) focused efforts for equality, but still predominantly male
• ILA membership
o ~25% women
o %gender neutral TBC
o % Prefer not to say TBC
Objectives
• Reachgender equity ILA committees & panels at ILA event
• Aim forgender equity attendance at ILA training and events through our corporate accounts
Approach
• Each corporate ILA member identifies through (2023 – 2024)
o Gender and age equity of affiliated members (not less than 40% of underrepresentedgender – including non-identified)
• Each committee assess diversity and takes it in consideration when appointing new members (2023 – 2024)
o Gender and age equity (not less than 40% of underrepresentedgender – including non-identified)
• Speakers & facilitators
o Events: ILA follows “The Pledge”
o Facilitators: Targetgender equity 40%
Impact
• Quantitative: reach 30% of women on ILA membership by 2024; 40% by 2025
• Qualitative: major visibility of underrepresentedgender across membership, events, committees
• Long Term:gender equality at committees & ILA events
