Gender Report Card on the International Criminal ... - YWCA Canada

Structures & Institutional Development Institutional Development
Sexual Harassment Policy continued
Focal point
4 8
Registrar or Prosecutor in the first instance, or a third party if the staff member feels
uncomfortable approaching the Registrar or Prosecutor directly (ie manager, staff
counsellor, fellow staff member, representative of the Human Resources Section,
Court Medical Officer or member of the Staff Representative Body). No designated
focal point(s) apart from the Registrar or Prosecutor have been appointed.
Equal Opportunity Policy 258
Policy
4
The Court ‘recruits, hires, promotes, transfers, trains and compensates its staff
members on the basis of merit and without regard for race, colour, ethnicity, religion,
sexual orientation, marital status, or disability’. <strong>Gender</strong> discrimination is not
mentioned in this overarching provision, but it is enumerated in the Policy’s provision
on non-discrimination in relation to opportunities for employment, transfer and
training. Discrimination is described as both direct and indirect.
Procedure
8
Training
8
Focal point
8
Grievance procedures are described in Section 6 of the Policy and are identical to the
procedures for the Sexual Harassment Policy (see above).
There has been no training undertaken on the Equal Opportunity Policy for the
designated focal points and staff.
Registrar or Prosecutor in the first instance, or a third party if the staff member feels
uncomfortable approaching the Registrar or Prosecutor directly. No designated focal
point apart from the Registrar or Prosecutor is appointed.
258 <strong>Report</strong> on the activities of the Court; ICC-ASP/4/16, 16 September 2005, para 12:
67