International: Update - Women’s Initiatives for Gender Justice
Source:
Women’s Initiatives for Gender Justice We recently conducted a gender training seminar for the Registry of the ICC, specifically for staff dealing with victims and witnesses, reparations and participation issues, and security personnel.
This is the third gender training seminar we have conducted this year for the Court.
The International Criminal Court (ICC) has now asked us to provide a gender training seminar for their Darfur team before they begin investigations. This training will focus on interviewing victims of sexual violence, elements of the crimes and necessary evidence, and fostering a comprehensive approach to gender based crimes which captures the range, extent and impact of these crimes on victims. As with all our gender training seminars the training team will include a country expert, this time obviously from the Sudan.
We recently held meetings with women's NGOs, human rights NGOs, and lawyer’s associations in Uganda to plan the next stage of our work. As a result of these meetings, and in collaboration with Ugandan women's NGOs, we are now preparing to return to northern Uganda for 3 days outreach and training bringing together around 50 women from local women's groups.
We are also preparing for a 3 day training seminar for lawyers and human rights activists in Kampala that will aim to assist in the development of an informed and supportive legal environment for women victims of the northern conflict; support and further stimulate local law reform efforts to promote gender equality; and support Ugandan (women) lawyers to be on the list of counsel authorised to represent victims before the ICC.
Review of Appointments to the ICC
In our last outreach email we said we would provide you with the results of our review of staff appointments to the Court within the Judiciary, Office of the Prosecutor (OTP), and the Registry. We have collated as much data as possible from the Court along with our own statistics to assess appointments to the ICC by gender and region. Specifically we have examined the number of women appointed, the level of positions to which women are appointed, the participation of women in senior management, and the participation of women in decision-making structures of the Court.
Summary of some of the important results:
[Key to regional groupings: Asia; Africa; Eastern Europe; Latin America and Caribbean (GRULAC); Western Europe and Other Group (WEOG)]
On the positive side the Court is aware of the need to appoint women and to make appointments from a range of regions. Pleasingly, there has been some improvement in recruitments over the past year, so things are incrementally moving in the right direction. One particularly good result is at the very senior level in the Office of the Prosecutor, where 2 out of 3 Heads of Division are women and 50% of the Executive Committee (comprising of the Prosecutor, 2 Deputy Prosecutors and Head of Jurisdiction, Complementarity and Co-operation Division) are women. The regional breakdown of the Executive Committee is 1 Africa region; 2 GRULAC region; 1 WEOG region.
However, over the past 16 months we have noticed worrying trends. The major areas of concern are - the lack of affirmative action strategies, the low numbers of women in professional posts at and above mid-to-senior level positions (P.3-P.5) across the Court, the low numbers of women participating in management structures within the ICC, and the current requirements that have a gender and regional bias in favour of men from WEOG.
From a regional perspective the senior posts across the Court are overwhelmingly held by personnel from the WEOG region.
In collating this information the Office of the Prosecutor was both helpful and forth-coming with their personnel statistics. In contrast, the Registry refused to provide the data we requested and denied the data existed or claimed it was not available, although the same personnel data was available from the OTP. As a result we have more data on the OTP where 69% of professional posts are held by WEOG; 13% Africa; 9.8% Eastern Europe; 6.6% GRULAC; and 1.6% Asia.
From our own statistics on the Registry we are able to report that all 3 Heads of Division are men, 2 from WEOG and 1 from Africa. The equivalent of an Executive Committee for the Registry, consisting of the Registrar and the 3 Heads of Divisions, is 100% male - 3 WEOG, 1 Africa. Looking at the Heads of Divisions and the Heads of Sections within Registry, 68.4% of these positions are held by men and 31.6% by women.
We will continue to monitor the institutional development of the ICC and advocate for more effective implementation of the principles of fair gender and regional representation within the Court and the necessary gender expertise mandated by the Rome Statute.
Vacancies
The Rome Statute requires that in the employment of staff, the Prosecutor and Registrar must have regard for the representation of the principal legal systems of the world, equitable geographical representation, and fair representation of women and men.
We are continuing to work with the Court to address their responsibility in ensuring gender balance and regional diversity amongst the staff of the ICC.
Please note, the Court is now indicating a preference for applicants from a State Party to the ICC Statute, or from a State that has signed and is engaged in the ratification process. However, the Court also states applicants from non-state parties may also be considered.
We would like to draw your attention to the rosters the ICC is developing. There are rosters for Investigators, Associate Investigators, and Associate Analysts, please see the posts below.
Guidelines for applications for the ICC can be found on the ICC website. It is essential for applications to follow these guidelines and include a completed personal history form. The ICC website address is: http://www.icc-cpi.int/home.html
Sincerely,
Women’s Initiatives for Gender Justice
Relevant Vacancies at the ICC:
The ICC is currently advertising for a number of translator positions. These position have open deadlines. Links to these positions can be found at http://www.icc-cpi.int/recruitment/opportunities/vacancies.html
We recently held meetings with women's NGOs, human rights NGOs, and lawyer’s associations in Uganda to plan the next stage of our work. As a result of these meetings, and in collaboration with Ugandan women's NGOs, we are now preparing to return to northern Uganda for 3 days outreach and training bringing together around 50 women from local women's groups.
We are also preparing for a 3 day training seminar for lawyers and human rights activists in Kampala that will aim to assist in the development of an informed and supportive legal environment for women victims of the northern conflict; support and further stimulate local law reform efforts to promote gender equality; and support Ugandan (women) lawyers to be on the list of counsel authorised to represent victims before the ICC.
Review of Appointments to the ICC
In our last outreach email we said we would provide you with the results of our review of staff appointments to the Court within the Judiciary, Office of the Prosecutor (OTP), and the Registry. We have collated as much data as possible from the Court along with our own statistics to assess appointments to the ICC by gender and region. Specifically we have examined the number of women appointed, the level of positions to which women are appointed, the participation of women in senior management, and the participation of women in decision-making structures of the Court.
Summary of some of the important results:
[Key to regional groupings: Asia; Africa; Eastern Europe; Latin America and Caribbean (GRULAC); Western Europe and Other Group (WEOG)]
On the positive side the Court is aware of the need to appoint women and to make appointments from a range of regions. Pleasingly, there has been some improvement in recruitments over the past year, so things are incrementally moving in the right direction. One particularly good result is at the very senior level in the Office of the Prosecutor, where 2 out of 3 Heads of Division are women and 50% of the Executive Committee (comprising of the Prosecutor, 2 Deputy Prosecutors and Head of Jurisdiction, Complementarity and Co-operation Division) are women. The regional breakdown of the Executive Committee is 1 Africa region; 2 GRULAC region; 1 WEOG region.
However, over the past 16 months we have noticed worrying trends. The major areas of concern are - the lack of affirmative action strategies, the low numbers of women in professional posts at and above mid-to-senior level positions (P.3-P.5) across the Court, the low numbers of women participating in management structures within the ICC, and the current requirements that have a gender and regional bias in favour of men from WEOG.
- As of July 2005, 153 women and 191 men had been appointed to the ICC, a total of 344 staff (excluding elected officials - Judges, Prosecutor, Deputy Prosecutors).
- Overall 44.48% of all staff (both in general and professional posts) are women; 55.52% of the staff are men.
- In professional posts (P.1 - P.5, & D.1) 42.5% are women, 57.5% are men.
- In general services posts 52.1% are women, 47.9% are men.
- Appointments by and large are in proportion to the number of women and men applying for positions. Around 2,000 more men than women have applied for positions since 2002, largely due to the lack of strategies by the ICC to actively promote positions to and through women's NGOs, networks and professional associations, and the overall lack of other affirmative action strategies.
From a regional perspective the senior posts across the Court are overwhelmingly held by personnel from the WEOG region.
In collating this information the Office of the Prosecutor was both helpful and forth-coming with their personnel statistics. In contrast, the Registry refused to provide the data we requested and denied the data existed or claimed it was not available, although the same personnel data was available from the OTP. As a result we have more data on the OTP where 69% of professional posts are held by WEOG; 13% Africa; 9.8% Eastern Europe; 6.6% GRULAC; and 1.6% Asia.
From our own statistics on the Registry we are able to report that all 3 Heads of Division are men, 2 from WEOG and 1 from Africa. The equivalent of an Executive Committee for the Registry, consisting of the Registrar and the 3 Heads of Divisions, is 100% male - 3 WEOG, 1 Africa. Looking at the Heads of Divisions and the Heads of Sections within Registry, 68.4% of these positions are held by men and 31.6% by women.
We will continue to monitor the institutional development of the ICC and advocate for more effective implementation of the principles of fair gender and regional representation within the Court and the necessary gender expertise mandated by the Rome Statute.
Vacancies
The Rome Statute requires that in the employment of staff, the Prosecutor and Registrar must have regard for the representation of the principal legal systems of the world, equitable geographical representation, and fair representation of women and men.
We are continuing to work with the Court to address their responsibility in ensuring gender balance and regional diversity amongst the staff of the ICC.
Please note, the Court is now indicating a preference for applicants from a State Party to the ICC Statute, or from a State that has signed and is engaged in the ratification process. However, the Court also states applicants from non-state parties may also be considered.
We would like to draw your attention to the rosters the ICC is developing. There are rosters for Investigators, Associate Investigators, and Associate Analysts, please see the posts below.
Guidelines for applications for the ICC can be found on the ICC website. It is essential for applications to follow these guidelines and include a completed personal history form. The ICC website address is: http://www.icc-cpi.int/home.html
Sincerely,
Women’s Initiatives for Gender Justice
Relevant Vacancies at the ICC:
The ICC is currently advertising for a number of translator positions. These position have open deadlines. Links to these positions can be found at http://www.icc-cpi.int/recruitment/opportunities/vacancies.html
