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





As the Hiring Authority for the Mechanism, I will encourage hiring managers for all positions to recommend equal numbers of female and male candidates for each selection exercise, and where that is not possible, I will require written explanations. In job categories or sections where one gender is particularly under-represented (or unrepresented), I will encourage hiring managers to prioritize recommending candidates of that gender, and require explanations where that is not possible.

In our dialogue with, and in governing boards of, international organizations, courts and tribunals in The Hague, encourage these institutions to: 1) Attain gender balance at management levels (P5 or equivalent and above) through both short- and long term measures, including the creation of a more conducive work environment, 2) Integrate the gender dimension in programmes, policies, and normative and operational work, and 3) Put in place comprehensive and transparent policies to prevent and address sexual abuse and exploitation.

To seek to achieve gender equality in the Embassy of Brazil’s personnel, by seeking to encourage and positively considering candidacies of women to fill vacancies.

To strive for gender parity in the Brazilian official delegations attending events in The Netherlands, by advocating with capital.

A financial target of 15% of our organizational resources towards the advancement of gender equality to ensure that Hivos programs and partners comprehensively integrate gender equality and women’s empowerment into their work and produce disaggregated data (sex, gender, age) as an essential element to ensure measurement.

Promote gender equality and diversity within my own organization through appropriate hiring decisions, mentoring, and training, including participation in the ministry-wide women's network and providing mentoring to candidates in promotion processes.

To review existing policies and practices (including but not limited to staff entitlements [parental leave, breastfeeding, special leave without pay, recruitment, flexible working arrangements] as well as travel and mission planning) to identify gender specific needs and to include relevant gender-related data in regular internal and external reporting.

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

I commit to fostering a safe and inclusive workplace for all genders by maintaining gender balance and including women and men in high-level decision-making in my office.

Strive to enable employees to fully implement their skills by creating a healthy work environment through promotion of good interaction between employees, as well as their partners, both inside and outside of the workplace.