UPHOLDING GENDER BALANCE  IN THE RECRUITMENT OF STAFF OF THE INTERNATIONAL CRIMINAL COURT

doi:10.26565/2075-1834-2020-29-50

Альона Леонідівна Шевченко ХНУ імені В.Н.Каразіна, юридичний ф-т, кафедра міжнародного і європейського права https://orcid.org/0000-0002-9907-8371

DOI: https://doi.org/10.26565/2075-1834-2020-29-50

Keywords: gender balance, gender equality, International Criminal Court, staff, recruitment

Abstract

The article is devoted to the study of current status of gender balance in selection and appointment of the International Criminal Court (hereinafter – ICC) staff. The provisions of the Court’s internal legal framework are analyzed, in particular the Rome Statute, Administrative Instruction ICC/AI/2005/006 on Equal Employment Opportunity and Treatment, the ICC Recruitment Guidelines for Established Posts, Strategic Plans of the Office of the Prosecutor on integration of gender aspects, as well as the ICC’s periodic reports and publications on the issue. Emphasis is placed on the issues of gender parity and the suggestions made in the Report of the Bureau of Assembly of State-Parties on Equal Geographic Representation and Gender Balance during the appointment of ICC staff adopted at the 18^th session of the Assembly of State-Parties on December 2-7, 2019. It is stated, that for many years some gender stability has been observed in the Court, but there has been an imbalance in staffing in some organs of the Court and a lack of representation of female staff in P-5 and above. The percentage of female and male staff in the ICC and its structural units in recent years is given.

The ICC focuses on addressing the gender imbalance, namely the implementation of the Mentoring Program for Women, which aims to support women in strengthening their professional relationships, identifying and pursuing career aspirations with the support of experienced mentor. Among other things, it is stated that the ICC plans to set up a Focal Point for Women in 2020 and to launch training programs on gender awareness and overcoming the unconscious bias of the recruiters.

In addition, the importance of overcoming gender inequalities through the use of appropriate linguistic constructs, namely gender mainstreaming by the ICC staff, verbally and in writing, both in formal and informal circumstances, both within the Organization and between staff and structural divisions and in interaction with a wide range of subjects involved in the work of the Court, is emphasized. Relevant conclusions are made.

Keywords: gender balance, gender equality, International Criminal Court, staff, recruitment.

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References

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