Diversity in the workplace, including gender balance, geographical representation, and multilingualism, must become a priority of the Court, driven by the need to ensure a more dynamic, productive, and representative workforce. Diversity and inclusion must be understood from an intersectional perspective: gender, race, gender identity and sexual orientation are not isolated characteristics, but rather coexist. To address systemic issues affecting gender equality in the workplace, a multi-pronged strategic approach needs to be undertaken to tackle policies, practices, structures, and behaviours that disproportionately affect women and other groups. Among other important tools identified in our Strategy on Gender Equality and Workplace Culture, I am committed in efforts to implement a gender-responsive budgeting lens to identify concrete outcomes.