In addition to the Panel Parity Pledge, each Gender Champion makes two individual annual commitments specific to moving gender equality forward in their organization.





To drive the #Embasshe campaign with at least 1 gender-specific event and by highlighting and celebrating women’s success at our internal Embassy meetings and on social media

Propel social change by creating two unusual partner alliances –such as with companies, religious leaders, politician, business leaders, and media to create open societies and accepting workplaces where women and women identified persons feel valued, respected and can contribute as equally.

To promote gender equality by requiring from all staff managers in the Registry and recommending to all other staff managers at the Special Tribunal for Lebanon to include gender equality objectives and indicators in the performance appraisal reports of each staff member in the cycle commencing in 2019.

Together with the ICC President and Registrar, establish an ICC Focal Point for Women Mechanism

To raise awareness about gender mainstreaming within the organization, by December 2018 establish a gender coordination committee to provide an open forum for male and female staff to share information and experiences and to make recommendations to the Registrar.

Introduction of female led mentoring system for interns of both genders.

To promote initiatives that facilitate an inclusive environment to ensure effective involvement of both men and women in solving gender rights issues, through organizing discussion groups about these issues, in their respective work environment, as well as ensuring continuity of awareness through events and talks, and making available relevant trainings and material to staff members.

To work towards the establishment of a mentorship program and personally mentor ten young colleagues in 2019 by discussing their career development and opportunities.

Publish an internal handbook on diversity and inclusion by the end of 2019 in order to raise staff awareness and promote best practices.

Ensure that all new internal policies are reviewed from a gender equality and diversity perspective as of 2019.