Our Gender Champions

  • Jamal Abdi

    National Iranian American Council
  • Andrew Albertson

    Foreign Policy for America
  • Dr. Todd Allen

    Fastest Path to Zero Initiative and Nuclear Engineering & Radiological Science at Michigan
  • Dr. Emma Belcher

    Ploughshares Fund
  • Jenna Ben-Yehuda

    Truman Center, Truman Project and Women's Foreign Policy Network
  • Sebastian Brixey-Williams

    BASIC
  • Rachel Bronson

    Bulletin of the Atomic Scientists
  • Matthew Bunn

    Managing the Atom
  • Amb. William J. Burns

    Carnegie Endowment for International Peace
  • Jeff Carter

    Physicians for Social Responsibility
  • Marissa Conway

    Centre for Feminist Foreign Policy
  • Jonathan Cowan

    Third Way
  • Rodney C. Ewing

    Center for International Security and Cooperation
  • Lynn Fahselt

    ReThink Media
  • Maggie Feldman-Piltch

    Unicorn Strategies
  • Brian Finlay

    The Stimson Center
  • Ellen Friedman

    Compton Foundation
  • Nancy Gallagher

    Center for International and Security Studies at Maryland
  • Seth Grae

    Lightbridge Corporation
  • Dr. Vartan Gregorian

    Carnegie Corporation of New York
  • Erika Gregory

    N Square
  • Dr. Karin von Hippel

    RUSI
  • Laicie Heeley

    Inkstick Media
  • Stephen B. Heintz

    Rockefeller Brothers Fund
  • Dr. Roger Howsley

    World Institute for Nuclear Security
  • Amb. Bonnie Jenkins

    Women of Color Advancing Peace and Security
  • Derek Johnson

    Global Zero
  • Dr. Chantal de Jonge Oudraat

    Women in International Security
  • Al Jubitz

    Jubitz Foundation
  • Colin H. Kahl

    Center for International Security and Cooperation
  • Jhansi Kandasamy

    U.S. Women in Nuclear
  • Frederick Kempe

    The Atlantic Council
  • Dr. Joanna Kidd

    Ridgeway Information
  • Daryl Kimball

    Arms Control Association
  • Kenneth Kimmell

    Union of Concerned Scientists
  • Maria Korsnick

    Nuclear Energy Institute
  • Valerie Lincy

    Wisconsin Project
  • Kristina Lunz

    Centre for Feminist Foreign Policy
  • Thom Mason

    Los Alamos National Laboratory
  • Marion Messmer

    BASIC
  • Stephen Miles

    Win Without War
  • Dr. Ernest Moniz

    Nuclear Threat Initiative
  • Dr. Matthew Moran

    King's College London
  • Dr. Ali Nouri

    Federation of American Scientists
  • John Palfrey

    John D. and Catherine T. MacArthur Foundation
  • Nancy Parrish

    Women's Action for New Directions
  • Christine Parthemore

    Council on Strategic Risks
  • Susan Pepper

    Institute of Nuclear Materials Management
  • Dr. Mark T. Peters

    Idaho National Laboratory
  • Craig Piercy

    American Nuclear Society
  • Keith Porter

    The Stanley Center for Peace and Security
  • Dr. William Potter

    James Martin Center for Nonproliferation Studies
  • Laura Rockwood

    Open Nuclear Network
  • Lindsay Rodman

    Leadership Council for Women in National Security
  • Joan Rohlfing

    Nuclear Threat Initiative
  • Amber von Ruden

    North American Young Generation in Nuclear
  • Elena Sokova

    Vienna Center for Disarmament and Non-Proliferation
  • Sarah Streyder

    Secure Families Initiative
  • Cecili Thompson Williams

    Beyond the Bomb
  • Sir Adam Thomson

    European Leadership Network
  • John Tierney

    Center for Arms Control and Non-Proliferation
  • Alexandra Toma

    Peace and Security Funders Group
  • Lovely Umayam

    Bombshelltoe
  • Penny Willgerodt

    The Prospect Hill Foundation

Jamal Abdi
President, National Iranian American Council

Pledges:

  • Aim for 50% of board seats and staff leadership positions held by women, guarantee at least 40% by end of 2019
  • Create, publish and enforce a policy on respectful behavior for events and meetings hosted by NIAC by March 2019
  • Engage in compensation analysis and ensure all staff members are at or above the 50th percentile based on their job description; share this information with all individual staff annually

Andrew Albertson
Executive Director, Foreign Policy for America

Pledges:

  • No less than 40% of the membership of each of our leadership structures will be women (e.g. board of directors, advisory board, city committees, etc).
  • No less than 40% of our event speakers will be women
  • No less than 40% of participants in our scorecard advisory meetings will be women
  • No less than 35% of our Capitol Hill meetings will engage the offices / staff of women MOCs
  • FP4A staff will not appear on single gender panels
  • Elevating women’s voices in media
  • Hearing equal numbers of questions from women and men at our discussion events
  • Including bills introduced by women in our Scorecard

Dr. Todd Allen
Founding Director, Fastest Path to Zero Initiative
Chair and Professor, Nuclear Engineering and Radiological Sciences at Michigan

Fastest Path to Zero Pledges:

  • Starting with the 2020-2021 academic year, include in at least one public speech, presentation, or article per academic semester, content about the problems related to gender inequality, need for better inclusivity, and ways to address it.
  • Establish a list of women experts endorsed by Fastest Path to Zero by September 2020. As we are approached for quotes or interviews, we will refer to this list and actively track our suggestions as well as the response of the inquiring organization.
  • Over the 2020-2021 academic year, track our invitation and acceptance lists for our major public events to ensure we are inviting women and getting participation. We will analyze the acceptance statistics to revise our approach if we fall short.

  NERS Pledges:

  • Starting with the 2020-2021 academic year, ensure that all selection panels and final applicant pools for new positions in the organization are not single gender.
  • Starting with the 2020-2021 academic year, develop a system to conduct exit interviews with all departing faculty, staff and students to understand why staff are leaving.
  • With the approval of the new Departmental Strategic Plan in December 2020, establish a Code of Conduct and Transparency Policy for Departmental interactions.
  • Starting with the 2020-2021 academic year, allocate a minimum of 30% of colloquium slots to women speakers
  • Starting with the 2020-2021 academic year, ensure 40% of advisory board positions are represented by women

Dr. Emma Belcher
President,
Ploughshares Fund

Pledges:

  • Ploughshares Fund will ensure equity in the size of grants awarded to women-led projects and organizations. It will continue to ensure gender balance in the total number grants and amount of overall grantmaking.
  • Ploughshares Fund will develop an organization-wide plan for training related to diversity, equity, and inclusion.
  • Ploughshares Fund will continue to track and ensure gender balance on an annual basis among all its podcast guests in all of its segments.

Jenna Ben-Yehuda
President and CEO, Truman Center and Truman Project
Founder, Women’s Foreign Policy Network 

Truman Pledges:

  • Leadership and Accountability
  • Media and Media Promotion
  • Work-Life Balance

  WFPN pledges:

  • Achieve an average of 50% women’s participation in a specific number of the organization’s largest public events annually.
  • Collaborate with professional networks and organizations dedicated to the issue of increasing women’s participation to host a specific number of events per year.
  • Develop guidelines for hosts and moderators to encourage balanced participation and use of honorifics during panels and Q&A sessions.

Sebastian Brixey-Williams
Co-Director, BASIC

Pledges:

  • Increase the diversity of our board
  • Ensure that all BASIC staff feel skilled up on our gender work
  • Launch the ‘Inclusive Think Tanks’ toolkit and to apply it internally

Rachel Bronson
President and CEO,Bulletin of the Atomic Scientists

Pledges:

  • Significantly increase gender balance as the Bulletin reconstitutes its Board of Sponsors, a strategic priority of the organization.
  • Within three years, improve female representation in the organization’s active leadership: its Governing Board and Science and Security Board.
  • Commit to 50% female participants across the year at Bulletin sponsored events including its Annual Meeting and Doomsday Clock announcement.
  • Improve the current 75/25 percent male/female split within the Bulletin’s online audience.

Matthew Bunn
Professor of Practice and Co-Principal Investigator, Project on Managing the Atom

Pledges:

  • Expand outreach for our fellowship program, with the goal of ensuring that 40-60% of Managing the Atom research fellows will be female.
  • Set a goal of 50% of invited outside speakers being female.
  • Ensure that all final applicant pools for new hires include female candidates.
  • Establish and promote a formal organizational policy on respect, inclusion, and belonging.

Amb. William J. Burns
President, Carnegie Endowment for International Peace

Pledges:

  • Hold at least one organization-wide bias awareness training by fiscal year end.
  • Implement an enhanced parental leave policy and explore the implementation of a teleworking policy.
  • More rigorously pursue the cultivation of young talent through our Junior Fellows Program. Partner with at least five top universities to reach out to minority students interested in international affairs, with the objective of developing a diverse community of potential applicants.
  • Strive to engage equal numbers of male and female panelists for the 2019 Carnegie International Nuclear Policy Conference, which brings together experts and officials from more than forty-five countries and international organizations.

Jeff Carter
Executive Director Physicians for Social Responsibility

Pledges:

  • Achieve gender balance on our Board of Directors by the end of this year.
  • Update our hiring policies/procedures this year to ensure that they promote gender equity.
  • Ensure gender balance as we recruit and mobilize new health professionals to speak out on nuclear weapons issues.
  • Include questions related to gender diversity, equity, and inclusion as a part of our chapter annual reporting process, starting this year.
  • Ensure gender equity when recruiting speakers for our events.

 

Marissa Conway
Co-Founder and UK Director, Centre for Feminist Foreign Policy

Pledges:

  • Develop guidelines for CFFP events to encourage balanced panel participation and moderation of Q&A sessions
  • Speak publicly in at least half of all public appearances about how to achieve gender equality in foreign policy
  • Carry out annual workshops (with a facilitator, as needed) for staff on unconscious bias and inclusive leadership.

Jonathan Cowan
President, Third Way

Pledges:

  • Conduct an annual staff survey to monitor the levels of awareness and perception in relation to diversity and inclusion in the organization at all staff levels;
  • Carry out workshops for staff on unconscious bias and inclusive leadership in consultation with external experts; and
  • Train staff on effective interviewing skills to promote concepts of diversity and inclusion in organizational hiring processes.

Rodney C. Ewing
Co-Director, Center for International Security and Cooperation

Pledges:

  • Aim for 50-50 gender balance in undergraduate honors and postdoctoral fellowship selection by May 2021. 
  • Aim for gender balance among outside speakers in CISAC’s signature weekly research seminar program by September 2021. 
  • Develop CISAC instructor resources on women in international security to increase representation and inclusion among course guest speakers and syllabi by September 2021. 
  • Develop guidelines for hosts and moderators to encourage balanced participation and use of honorifics during panels and Q&A sessions by September 2021. 

Lynn Fahselt
Director & Co-Founder, ReThink Media

Pledges:

  • Continue to promote gender and racial diversity as ReThink expands its senior management structure. Increase the ratio of female-identifying board members from 1:2 to 1:1, and maintain 1:2 ratio (or greater) of board members of color, as we double and triple the board size in 2019-20. Maintain or improve 40% female ratio of manager positions in the organization by mid-2020, and increase representation of people of color in management positions to 1/4 or greater.
  • Conduct management-wide and staff-wide bias awareness training on gender and race. This may include training from the Management Center, having all staff take one of the tests on unconscious bias, and/or carrying out workshops for all staff on unconscious bias and inclusive leadership. In addition to our policy of conducting annual 360-degree reviews of all staff, in 2019-20 we will systematize that policy to include the development of a written staff and professional development work plan with each staff member with particular attention to strengthening and positioning the leadership and skills of women and staff of color.
  • In 2018-19 ReThink Media designed and held two media skills trainings tailored to support women and women of color at varying levels of career development within the nuclear policy space. In 2019-20, our goal will be to expand this to four and to continue to dedicate significant staff time to promoting these voices in the media.
  • ReThink Media currently provides all full-time staff with paid maternity and paternity leave, health and retirement benefits, and a paid sabbatical after seven years. We also pay all of our internship and fellowship positions. In 2019-20 our goal will be to formalize and expand our flextime policies and build in opportunities for direct feedback from staff regarding other potential improvements in our work-life policies.

Maggie Feldman-Piltch
Managing Director – Partner, Unicorn Strategies

Pledges:

  • Create and implement a code of conduct for all events, meetings, and activities, including creating ways to review and address potential violations of the code in a meaningful way.
  • Ensure our panels and events include diverse voices with an emphasis on women of color, women in the military, and diversity of political affiliation.
  • Incorporate young and emerging leader’s voices in our events in meaningful ways, including as paper authors, panel introducers, and other substantive roles.

Brian Finlay
President and CEO, The Stimson Center

Pledges:

  • The Stimson Center will develop a toolkit for all of its programs offering workable strategies on how to incorporate a gender perspective in activities and project deliverables.
  • Stimson will institute a targeted professional development plan to diversify the pipeline and professional growth of early-to mid-career women.
  • The Stimson Center will educate all staff on policies, informed by best practices, related to reporting and responding to sexual harassment.

Ellen Friedman
Executive Director, Compton Foundation

Pledges:

  • Compton will target at a minimum 50% of its grantmaking to support women-led organizations.
  • Compton will take steps by 2019 to apply a gender lens to its endowment.
  • Compton commits to have a minimum of 50% women on our board by 2019.

Nancy Gallagher
Director, Center for International and Security Studies at Maryland

Pledges:

  • Develop and implement a plan to communicate through CISSM’s website and programmatic activities that increasing gender and other forms of diversity in the next generation of security policy professionals is a core part of CISSM’s mission.
  • Ensure that at least 50% of speakers at CISSM-sponsored public events are women and others with perspectives that are underrepresented in U.S. security policy  discussions.
  • Meet with CISSM-associated faculty each semester to identify ways to incorporate more women’s perspectives and gender-related dimensions of policy in courses and research to broaden learning objectives and improve policy outcomes.

Seth Grae
President & CEO, Lightbridge Corporation

Pledges:

  • Educate at least annually all staff and board on formal policies informed by best practices related to preventing, reporting, and responding to sexual harassment, including not allowing business meetings to take place in hotel rooms;
  • At least annually, as part of a talk or presentation at a nuclear power industry conference, encourage other companies domestically and internationally to train women as engineers and managers and promote them to leadership positions;
  • In written corporate policies and in at least one annual meeting with all company employees, actively support telework and flextime options for staff.

Dr. Vartan Gregorian
President, Carnegie Corporation of New York

Pledges:

  • Dr. Gregorian, as well as all Corporation staff overseeing nuclear grantmaking, pledge to avoid whenever possible appearing on single-gender panels on nuclear issues.
  • Within our nuclear grantmaking we commit to applying the principles of gender parity embodied in the Panel Parity Pledge to the composition of review panels, juries, and speakers that advise our nuclear grantmaking.
  • Within our nuclear grantmaking we commit to tracking gender balance among our grantees and reporting the results.
  • We commit to circulating a brief survey to our nuclear security grantees to collect information on how they think about and implement gender diversity and to signal that this issue is important to us.
  • Within our nuclear security portfolio, we commit to soliciting more proposals with a gender lens, and to encouraging greater gender balance within new and existing projects. We will report the results of this effort.

Erika Gregory 
Managing Director, N Square

Pledges:

  • All N Square convenings and events will include diverse voices (gender, ethnicity, career background, and viewpoints).
  • N Square will incorporate young and emerging leader’s voices in our convenings, specifically at the monthly DC Hub brownbag lunchtime series.
  • N Square will support the development of leadership competencies among young women in the field, both on our staff and in our network, providing mentorship and/or professional development aligned with our mission to nurture innovation across the field.

Dr. Karin von Hippel
Director General,  Royal United Services Institute for Defence and Security Studies (RUSI)

Pledges:

  • Design and implement a hiring process that actively minimizes gender bias in our recruitment practices, taking an intersectional approach that aims to promote inclusion in the broadest sense across RUSI, led by our HR department. This will include measures around interview panel composition, approaches to shortlisting and interview scoring, and training of interviewers; language and targeting of job adverts; and increased emphasis on flexible working options. Process design and initial implementation to have been completed within six months; further implementation, reinforcement, and assessment of effectiveness to take place subsequently.
  • Aim to improve our research methods and ensure diversity and inclusion in our research publications and outputs. To do so, and with particular emphasis on RUSI’s Proliferation and Nuclear Policy (PNP) programme, we will promote diversity and inclusion when partnering externally, adopt research methods that ensure the diversity of voices quoted, and where possible, ensure the diversity of authorship and peer-review. Working with our Publications Research Editor, we will in our first six months collate best practice and develop realistic approaches to changing our existing practices; in the subsequent six months we will focus on instituting and testing those measures with the aim of deploying them in all PNP projects within the year.
  • Set up Rebalancing Expertise In Defence and Security (REDS), an initiative to promote the work of women in the fields of security and defence and to raise the profile of researchers and practitioners that identify as female in the security and defence space. We will aim to hold three events, physical or virtual, in our first calendar year; establish a dedicated webpage for REDS on the RUSI website within six months; and publish or otherwise feature on that website at least three articles by REDS participants in the following six months.

Laicie Heeley
Founder & CEO, Inkstick Media

Pledges:

  • Aim for at least 50% female representation among guests interviewed for Things That Go Boom.
  • Conduct an annual audit and evaluate Inkstick contributions with the aim of reaching, or maintaining, at least 50% female representation.
  • Retain at least 50% female representation among Inkstick Media staff and board members.
Stephen B. Heintz
 
Pledges:
  • Develop a deeper understanding and analysis of how the inclusion of women, women’s perspectives, and feminist/gender lenses contributes to progress on nuclear issues and/or the U.S.-Iran relationship to help inform our grantmaking on these issues.
  • Ask our grantees who host events and meetings on nuclear issues about the inclusion of female speakers, participants, and attendees.
  • Conduct organization-wide bias awareness training on gender and race.

Dr. Roger Howsley
Co-founder and Executive Director, World Institute for Nuclear Security

Pledges:

  • From 2018 onwards, target women inclusion in WINS workshops and WINS Academy courses to improve the gender balance, provide WINS Academy scholarships for women, measure progress at every level and communicate progress and results regularly.
  • Design and implement a dedicated area of the WINS website by 1st July 2018 to promote gender equality and build professional networks.

Amb. Bonnie Jenkins
Founder and President of the Board, Women of Color Advancing Peace, Security and Conflict Transformation

Pledges:

  • Collaborate with professional networks and organizations dedicated to the issue of increasing women’s participation to host a specific number of events per year.
  • Provide media training to the organization’s experts, ensuring attendance/recipients include 50% women.
  • Create a formal mentorship program for mid-career staff in the organization, ensuring that women constitute at least 50% of the mentees and mentors.

Derek Johnson
Executive Director, Global Zero

Pledges:

  • Spearhead a “Women in Nuclear Advocacy” roundtable group to provide a space for women in the movement to discuss strategies, challenges, career paths, and the unique approach that women in this movement can offer. We’d like to begin with a bi-monthly meeting including women leaders from partner organizations and others. We hope to grow the group as more women enter the space and help hiring organizations connect with women job-seekers.
  • Provide media training for all Beyond the Bomb and Global Zero staff – with a particular focus on women who can be positioned as experts for media engagement. In addition, all staff will be trained on the role of women in the movement and ways to highlight gender parity during media interactions.
  • Achieve an average of 50% women’s participation in activist training events and Action Corps Leaders.

Dr. Chantal de Jonge Oudraat
President, Women in International Security

Pledges:

  • Commit to organizing policy roundtables that include panelists of various ethnicity, gender minorities, religion, origin, and political ideology.
  • Commit to adding a gender analysis to the most pressing security issues in any publication, event, or speech.
  • Commit to expanding membership to include ethnicity, gender minorities, religion, origin, and political ideology. WIIS will do so by inviting organizations that it does not traditionally partner with for events or programs. To asses the demographics of our membership, WIIS will include an optional race or origin form for each member to fill out when they create their profile in the WIIS database. At the end of each fiscal year, WIIS will assess our membership demographics internally.

Al Jubitz
Founding Director, Jubitz Foundation

Pledges:

  • Achieve an average of 50% women’s participation in a specific number of the organization’s largest public events annually.
  • Collaborate with professional networks and organizations dedicated to the issue of increasing women’s participation to host a specific number of events per year.
  • Commit that every article, op-ed, and blog post produced by the organization that quotes experts and policymakers includes at least one woman’s quote.
  • Ensure every issue (or a set number of articles each year) of an organization’s magazine, blog, or journal includes at least one article with a feminist or gender lens.
  • Increase the number of grants awarded to women-led projects and organizations by 5% until the grant portfolio has gender parity.
  • Ask grantees for data related to diversity, equity, and inclusion, including gender, for their board, staff, and strategy. If possible, provide aggregate/averaged data about the overall portfolio on the foundation’s website.

Colin H. Kahl
Co-Director, Center for International Security and Cooperation

Pledges:

  • Aim for 50-50 gender balance in undergraduate honors and postdoctoral fellowship selection by May 2021. 
  • Aim for gender balance among outside speakers in CISAC’s signature weekly research seminar program by September 2021. 
  • Develop CISAC instructor resources on women in international security to increase representation and inclusion among course guest speakers and syllabi by September 2021. 
  • Develop guidelines for hosts and moderators to encourage balanced participation and use of honorifics during panels and Q&A sessions by September 2021. 

Jhansi Kandasami
Chair, U.S. Women in Nuclear

Pledges:

  • Foster education of girls in STEM curriculums through our public outreach to help create an interest in nuclear technology careers.
  • Sponsor a Women’s Leadership Cohort in the nuclear industry to help develop high potential women to move into the executive ranks.

Frederick Kempe
President and CEO, The Atlantic Council

Pledges:

  • Strive to include at least one female expert on each panel, particularly in non-moderator roles, and collect metrics on gender parity on Atlantic Council panels;
  • Strive for gender parity in compendium and expert blogs on the New Atlanticist, as well as on media tip sheets;
  • Require that Atlantic Council staff complete annual respectful workplace behavior training.

Dr. Joanna Kidd
CEO and Director, Ridgeway Information

Pledges:

  • Trial gender blind recruitment for the nuclear non-proliferation programme’s year-long interns
  • All members of the organisation commit to the Panel Parity Pledge when speaking on Ridgeway’s behalf
  • Introduce bias awareness training for all staff

Daryl Kimball
Executive Director, Arms Control Association

Pledges:

  • Ensure that regular media training is available at least once a year to our female early career experts on staff.
  • Apply the Gender Parity Pledge to the recruitment of speakers at events that we organize or co-sponsor.
  • Ensure that at least 30% of the non-staff authors who contribute to our publications in any given year are women; and that we devote at least one feature article or news report in our publication, Arms Control Today, that addresses issues relating to the gendered impacts of weapons and war and/or the gender diversity in the field of arms control.

Kenneth Kimmell
Executive Director, Union of Concerned Scientists

Pledges:

  • Leadership and Accountability – We commit to reporting annually  to our Board about how the organization is doing achieving its goals toward inclusivity.
  • Governance – We will ensure that all interview panels and final applicant pools for new positions are not single gender, continue to use a hiring process that does not use gendered advertising, and conduct exit interviews with all departing staff to understand why staff are leaving.
  • Organizational Culture –We will  conduct a staff survey to monitor issues related to gender and report out to staff, and we commit to paying interns.
  • Work-Life Balance – We have established parental leave/return and flex work time policies based on best practices and we do avoid calling meetings during evenings, weekends, early mornings, and public holidays to make it easier for those who provide care for others to participate.

Maria Korsnick
President & Chief Executive Officer, Nuclear Energy Institute

Pledges:

  • Provide leadership training and professional development opportunities specific to women
  • Ensure NEI’s organizational culture fosters diversity and organizational practices support that culture
  • Ensure NEI products and services foster diversity and provide opportunities for women and other diverse populations (e.g., media lists are representative of diversity of population, communications content ensure broad representation across our industry, conferences and workshops include and highlight women and other populations, etc.).

Valerie Lincy
Executive Director, Wisconsin Project

Pledges:

  • Ensure that all selection panels and final applicant pools for new positions in the organization are not single gender.
  • Ensure that early career experts (especially women) are single author on at least one article per year.
  • Promote gender diversity in senior management positions, aiming at 50% of board and manager positions are held by women and guaranteeing that at least 40% of such positions are held by women.

Kristina Lunz
Co-Founder and Germany Director, Centre for Feminist Foreign Policy

Pledges:

  • Develop guidelines for CFFP events to encourage balanced panel participation and moderation of Q&A sessions
  • Speak publicly in at least half of all public appearances about how to achieve gender equality in foreign policy
  • Carry out annual workshops (with a facilitator, as needed) for staff on unconscious bias and inclusive leadership.

Thom Mason
Laboratory Director, Los Alamos National Laboratory

Pledges:

  • LANL will foster an organizational culture of inclusivity and mutual respect.
  • LANL will increase our focus on bias awareness and mitigation in recruiting, retention, and promotion activities.
  • LANL will champion gender balance in nuclear policy expert forums.

Marion Messmer
Co-Director, BASIC

Pledges:

  • Increase the diversity of our board
  • Ensure that all BASIC staff feel skilled up on our gender work
  • Launch the ‘Inclusive Think Tanks’ toolkit and to apply it internally

Stephen Miles
Director, Win Without War

Pledges:

  • Create and educate all staff and board on formal policies, informed by best practices, related to reporting and responding to sex harassment.
  • Ensure Win Without War’s experts list has at least 50% women and/or non-binary individuals.
  • Ensure at least 50% of Win Without War’s 2019 interns are women and/or non-binary individuals.

Dr. Ernest Moniz
Co-Chair and Chief Executive Officer, Nuclear Threat Initiative

Pledges:

  • NTI will work over the next five years to sustain or enhance gender diversity in its leadership team and staff, Board of Directors, and symposia and seminar presenters.
  • NTI will update, within six months, its policies and procedures to ensure that they promote gender equality within the workforce.
  • NTI will conduct annual training focused on promoting respect for diversity within the workplace.

Dr. Matthew Moran
Reader in International Security & Co-Director, Centre for Science and Security Studies (CSSS) King’s College London

Pledges:

  • Increasing the diversity of speakers at events: All CSSS staff will take reasonable efforts to organise and to participate in events with diverse speakers. To help CSSS and other UK organisations do this, we will work with UK organisations to produce a list of diverse voices on nuclear and related issues, including chemical and biological weapons. We will share this on our website and employ a post-doc or PhD student to maintain and update it every year. CSSS will also seek to take advantage of new systems for video conferencing in our events, to help bring diverse voices to our events in London.
  • Ensuring our events are inclusive: Develop guidelines for hosts and moderators to encourage balanced participation and use of honorifics during panels and Q and A; create, publish and enforce a policy on respectful behaviour for meetings hosted by the organization. The guidelines will be distributed to all speakers at our events as well as shared on our events web page.
  • Diversity and inclusion training: All staff (including visiting staff and interns) will undertake the relevant D&I training offered by King’s in their first 3 months. Any staff with a management role (including supervision of post-docs) will undertake King’s D&I training for managers within 3 months of assuming a management role.
  • We hope to work with other nuclear and international security-focussed organisations around London to create a day-long event for secondary school students (targeting all-girl schools, with mixed schools able to send delegations that have gender parity). The idea would be to introduce them in an exciting way to nuclear issues and the opportunities for studying and working in the field. We would work with widening participation at King’s and explore using the new King’s Science Gallery or a similar venue.

Dr. Ali Nouri
President,  Federation of American Scientists

Pledges:

  • FAS will make sure to add at least 2 women to the board within one year.
  • FAS will develop a parental leave policy.
  • FAS will make sure that interns don’t work without compensation.

John Palfrey
President,  John D. and Catherine T. MacArthur Foundation

Pledges:

  • Encourage greater participation of women in the Nuclear Challenges program, both in the grant portfolio and non-grant functions, including female principal investigators and program consultants.
  • Build, maintain, and promote a list of experts in the field that includes women
  • Support programs and activities for early- and mid-career women in the field.

Nancy Parrish
Executive Director, Women’s Action for New Directions

Pledges:

  • WAND is committed to hiring and promoting women from diverse backgrounds. We particularly seek to raise the voices of women of color, LGBTQ women, and differently abled women because we believe that having a diversity of experience is critical to producing the highest quality work and effectively communicating to the largest audience possible.
  • WAND is committed to being a resource for others organizations and individuals seeking diverse women’s voices for speaking and writing opportunities.
  • WAND will host monthly meetings for women Capitol Hill staffers who work in or are interested in denuclearization, peace, and national security. These meetings are bi-partisan and are led by a different woman expert each month. The goal is to create a space where women who are early in their career can learn from those who are more seasoned and we can grow the number of women who will continue to work in the field as policy experts, activists, and elected officials.

Christine Parthemore
Chief Executive Officer, Council on Strategic Risks

Pledges:

  • Develop guidelines for hosts and moderators to encourage balanced participation and use of honorifics during panels and Q&A sessions.
  • Actively promote inclusion of women experts when approached for quotes or interviews.
  • Deliberately create/use multiple types of spaces for informal relationship building (i.e. not just bars), and ensure those spaces are open to all genders.
  • Provide transparency to relevant stakeholders (board, staff, grantees, readers, etc.) about how the organization is doing in achieving its goals in inclusivity.
  • Provide advance notice of meetings to enhance predictability and planning.
  • Actively support telework and flextime options for staff.
  • Avoid calling critical meetings during evenings, weekends, early mornings, and public holidays, which are difficult times for those who provide care for others to attend.

Susan Pepper 
President, Institute of Nuclear Materials Management 

Pledges:

  • Approve no slate of candidates from the Nominating Committee for any individual Executive Committee position that does not have at least one woman. a. Note: as INMM is a volunteer organization, it may occur that no female volunteer can be identified. In such a case, INMM commits to require a written report from the Nominating Committee Chair on steps taken to avoid the single gender slate, and to provide that report to all members.
  • For the technical program of the Annual Meeting: a. Collect data on the gender diversity of paper presenters and chairs over 2 years; b. Require that proposals for discussion panels or Special Sessions include a list of speakers that are not a single gender.
  • Develop new guidelines for Session Chairs at the Annual Meeting on how to achieve diverse participation in discussion/Q&A sessions by recognizing and encouraging contributions from all genders and ages in the audience; convey this guidance in writing as part of a revised Session Chair Guide and verbally at the daily Speakers’ Breakfast.

Dr. Mark T. Peters
Director, Idaho National Laboratory and President, Battelle Energy Alliance, LLC 

Pledges:

  • Hold people leaders throughout the laboratory accountable for inclusive diversity hiring practices by training all hiring managers on best practices, providing clear guidelines, and tracking metrics and progress.
  • Monitor INL’s inclusive culture via the biennial Employee Engagement, Leadership and Safety Culture Survey, and develop action plans for a path forward based on survey results.
  • Actively support telework and flex time for staff by educating managers on INL’s telecommuting policy and encouraging them to utilize telecommuting when appropriate.

Craig Piercy
Executive Director/CEO, American Nuclear Society

Pledges:

  • Finalize an overview of the roles and responsibilities of ANS session organizers and chairs to encourage balanced participation in panels and Q&A sessions, with consideration for virtual events.
  • Revise enforcement procedures for the ANS policy on respectful behavior.
  • Review historical data of ANS honors and awards to analyze for representativeness of the society membership across the sectors of utility, vendor/consultant, academia, and government/national lab.

Keith Porter
President and CEO, The Stanley Center for Peace and Security

Pledges:

  • Create and adhere to a set of principles regarding diversity, equity, and inclusion, including gender, in developing invitation lists for our nuclear policy programming events, and ask our partners to adhere to them as well for those events we plan jointly.
  • Achieve an average of 45% women’s participation in our nuclear policy programming events in 2019 and 50% by 2020.
  • Develop guidelines for roundtable chairs and other discussion leaders to encourage balanced participation and use of honorifics during our nuclear policy programming events.

Dr. William Potter
Founder, James Martin Center for Nonproliferation Studies Pledges:

  • Include at least one woman as a principal subject expert in every grant proposal.
  • Commit to gender parity in the distribution of CNS graduate research assistantships every semester.
  • Ensure that there is gender parity in the CNS Summer Undergraduate Fellowship Program.

Laura Rockwood
Director, Open Nuclear Network

Pledges:

  • OEF and ONN will continue to pay employees equally regardless of gender, and will publish aggregate pay information on its website, as it has done so since 2019.
  • Ensure that ONN has gender equity in authorship of its analysis and reports. Data on our success will be published on our website annually.
  • No ONN employee will speak on a panel or participate in conference whose invited panelists and speakers do not represent the populations most affected by the topic, particularly as it relates to gender and nationality. Exceptions can be made only after the panel organizer is informed of ONN’s policy, no accommodation can be made by the organizer and the Director of ONN signs off.

Lindsay Rodman
Executive Director, Leadership Council for Women in National Security

Pledges:

  • LCWINS will track and report on the number of speeches or presentations in which a gender or other diversity perspective is included on an annual basis.
  • LCWINS will provide annual GBA+ training to all staff, including fellows and interns. 
  • Within 6 months, LCWINS will develop and implement a Respectful Behavior Policy for all who are involved with or attend events associated with LCWINS. 

Joan Rohlfing
President/COO, Nuclear Threat Initiative

Pledges:

  • NTI will work over the next five years to sustain or enhance gender diversity in its leadership team and staff, Board of Directors, and symposia and seminar presenters.
  • NTI will update, within six months, its policies and procedures to ensure that they promote gender equality within the workforce.
  • NTI will conduct annual training focused on promoting respect for diversity within the workplace.

Amber von Ruden
President, North American Young Generation in Nuclear

Pledges:

  • Provide transparency to relevant stakeholders through meetings, quarterly updates, and member newsletters (Executive Advisory Committee, membership, nuclear industry) about how the organization is doing in achieving its goals in diversity and inclusivity in the fourth quarter 2021. 
  • Utilize the Diversity & Inclusion Committee to drive increased membership diversity through development of member initiatives and creation of member content including webinars and website resources. Progress will be measured through the biannual career report results in second quarter 2022.
  • Utilize succession planning via the succession planning document to support Board of Directors position nominations so that diverse candidates are actively encouraged by NAYGN to consider nomination. This includes a focus that at least 1/3 of Board positions have a strong female candidate considered as part of NAYGN’s Succession Plan in first quarter 2022. Also support diversity of chapter leads, committee leads, and regional leads by fourth quarter 2021.
  • Develop and/or continue partnerships with both Women in Nuclear-USA and Women in Nuclear-CAN to better engage NAYGN’s membership with content tailored towards the inclusion of female nuclear professionals by fourth quarter 2021.

Elena Sokova
Executive Director, Vienna Center for Disarmament and Non-Proliferation

Pledges:

  • The VCDNP will develop​, adopt​, and implement a code of conduct on respectful behavior and prevention of harassment, including sexual, in the work place and at the Center’s sponsored events and meetings.
  • The VCDNP will actively engage with European NGOs, research centers, and think-tanks and encourage them to join the Gender Champions in Nuclear Policy initiative.
  • The Center will pay all of its interns a living cost subsidy and reimburse their airfare and similar travel costs associated with ​their relocation to Vienna for the internship.

Sarah Streyder
Director, Secure Families Initiative

Pledges:

  • No less than 80% of our board of advisors will be women.
  • We will develop and implement guidelines for event leaders to encourage balanced participation during our virtual town hall and training webinars.
  • We will actively support telework and flextime options for staff by codifying these options in hiring documents and modeling these options from our leadership.
  • At least 20% of our external articles and op-eds, as well as our Spotlight Series blog posts, will elevate the story of a military partner from an underrepresented demographic (to include women of color, same-sex relationships, and male partners as examples).

Cecili Thompson Williams
Director, Beyond the Bomb

Pledges:

  • Spearhead a “Women in Nuclear Advocacy” roundtable group to provide a space for women in the movement to discuss strategies, challenges, career paths, and the unique approach that women in this movement can offer. We’d like to begin with a bi-monthly meeting including women leaders from partner organizations and others. We hope to grow the group as more women enter the space and help hiring organizations connect with women job-seekers.
  • Provide media training for all Beyond the Bomb and Global Zero staff – with a particular focus on women who can be positioned as experts for media engagement. In addition, all staff will be trained on the role of women in the movement and ways to highlight gender parity during media interactions.
  • Achieve an average of 50% women’s participation in activist training events and Action Corps Leaders.

Sir Adam Thomson
Director, European Leadership Network 

Pledges:

  • We will extend the personal panel parity pledge to the whole ELN team so that we all challenge unbalanced panels (as per the terms of the pledge).
  • We will improve gender balance in our commissioning practice. We will survey our performance since June 2017 and then establish a percentage improvement target, preferably 50% of commissioned authors for the ELN website to be female by the 3 month period March-May 2020.
  • We will improve gender balance in all three of our main networks: senior, mid-career (Contact Group) and the Younger Generation Leaders Network (YGLN). We will aim to make the biggest percentage improvement by 1 June 2020 in the network where it is needed most – our senior network.
  • We will improve gender balance on our Executive Board by 1 August 2020 (allowing for the likely timing of AGMs).

John Tierney
Executive Director,  Center for Arms Control and Non-Proliferation

Pledges:

  • Aim for our early career experts (especially women) to be a single author on at least one blog and one outside published piece per quarter.
  • Aim for 40-50% social media exposure for all female staff and interested board members.
  • Aim for at least one female expert on each Nukes of Hazard podcast.

Alexandra Toma
Executive Director, Peace and Security Funders Group

Pledges:

  • Ensure that all selection panels and final applicant pools for new positions in the organization are diverse on a number of characteristics, including gender and race.
  • Pay PSFG’s Fellows (interns) a living wage, and travel and networking stipends.
  • Conduct organization-wide bias awareness training on gender and race.

Lovely Umayam
Founder, Bombshelltoe

Pledges:

  • Host at least two Bombshelltoe events (or in collaboration with another organization) in one year exploring the growing role of women in nuclear policy and the arts. 
  • Actively promote inclusion of women experts when approached for quotes, interviews, or writings, by (1) committing to examine and highlight women’s historical contribution or perspectives (or lack thereof) in Bombshelltoe’s research projects; (2) cite at least two women experts in all Bombshelltoe written work; and (3) suggest at least one women expert as follow-on to interviews, or if unavailable to take on the opportunity. 
  • Achieve an average of 50% women’s participation in the organizational activities, including project collaborations, as well as one-off events / workshops.

Penny Willgerodt
Executive Director, The Prospect Hill Foundation

Pledges:

  • Increase funding by at least 5% in FY2019 going to disarmament/nuclear security/arms control projects led by women.
  • Present a woman nuclear expert speaker to the PHF Board at one board meeting in FY2019.
  • Create a toolkit for current grantees to undergo staff surveys to monitor levels of awareness in their respective organizations about gender equity.