Gender Champions

Gender Champions in Nuclear Policy (GCNP) is a leadership network that brings together heads of organizations working in nuclear policy who are committed to break down gender barriers and make gender equality a working reality in their spheres of influence. NIAC President, Jamal Abdi, decided to join as a Gender Champion in the Spring of 2019 because, as an organization dedicated to protecting the civil rights of all Americans and amplifying the voices of the Iranian-American community, we take the responsibility of leading by example seriously. That means taking an intentional approach to shaping our internal practices and our public education and advocacy efforts around gender equity and inclusion. 

In order to hold ourselves accountable, we formed a Gender Equity Task Force comprised of a representative from our boards and staff to make gender equity a priority. This task force includes NIAC’s former board chair Shokooh Miry, a psychologist who previously directed clinical services at one of the largest rape crisis centers in California; NIAC Action’s board secretary Yasmin Radjy, the National Political Director at Planned Parenthood Federation of American and Planned Parenthood Action Fund; NIAC board member Sanam Anderlini, a gender advisor to the UN and founding executive director of the women’s human rights organization International Civil Society Action Network; and NIAC’s National Organizing Director Donna Farvard, who serves as NIAC’s staff focal point for GCNP.

Transparency is important to us. So below is a table with NIAC’s 2019 gender equity and inclusion pledges:

Pledge Progress Completed?
Staff will neither sit on nor organize all-male panels NIAC implemented this policy in 2013, long before joining GCNP. Expanded to apply the policy to volunteer chapters.

Aim for 50% of board and staff leadership positions to be held by women by the end of 2019, with a guaranteed commitment of no less than 40% 57% of staff leadership is held by women.

Currently, 50% of all board positions are held by women. When broken down between our brands, 40% of our C3 (NIAC) board positions and 60% of our C4 (NIAC Action) board positions are held by women.

Guard against income inequality by conducting regular salary analyses that are shared with staff Implemented policy of having the Director of Finance and Administration send an annual salary analysis to each individual staff member. 

Develop a set of community guidelines to ensure that NIAC’s events and activities are always safe spaces for everyone involved. Community Guidelines have launched! You can find them here. Event attendees MUST check off a box agreeing to the guidelines when RSVPing for an event.

Have questions about NIAC’s involvement with Gender Champions in Nuclear Policy? Email Donna Farvard, at [email protected]