Joining friends and colleagues in the international justice world, including our friends at Opinio Juris, I wanted to share this powerful open letter from ATLAS, a global community of female-identifying lawyers that works to empower, support and connect women work in, or embarking on, a career in public international law.
The letter calls for “a fair, transparent and safe procedure for receiving and assessing complaints of misconduct against the candidates for ICC Prosecutor” as well as “a permanent reporting process for all ICC elections of officials, including judges.” The issues addressed in it should concern all of us, irrespective of background or gender. I hope readers find the time to read the letter. Many thanks to the great folks at ATLAS for writing and sharing it. Their work, on behalf of over 7,400 women international lawyers, has never been more important.
The allegation of sexual misconduct against a prospective candidate for the position of Prosecutor of the International Criminal Court (ICC) is both serious and concerning. Asa network of over 7,400 women international lawyers whose mission is to empower, support, and connect women working in, or embarking on, a career in public international law, ATLAS calls on the Committee on the Election of the Prosecutor andICC States Parties to ensure there is a fair, transparent and safe procedure for receiving and assessing complaints of misconduct against candidates under consideration. Crucially, ATLAS calls on States Parties to develop a permanent reporting process for all ICC elections of officials, including judges.
Under Article 42(3) of the Rome Statute, it is a key requirement that the ICC Prosecutor possesses “high moral character”. ATLAS considers the moral character of candidates to be of primary importance to the qualifications required of the Prosecutor and as such, a fulsome examination of the integrity, courage, fortitude, honesty and empathy of the individual holding this office should form a considered part of the selection process. While there is an important focus on sexual misconduct, we wish to emphasise that there is a wide range of unacceptable and disqualifying unethical conduct across genders, including but not limited to abuse of authority, corruption, racism, ableism, homophobia, sexual assault and other forms of violence.Given the substantive and symbolic value of the ICC Prosecutor, it is essential that the candidates for this role must have conducted themselves in a manner which is beyond reproach.
The character of the Prosecutor also has an indelible, radiating effect on the Office.Article 44(2) of the Rome Statute requires the Prosecutor to “ensure the highest standards of efficiency, competency and integrity” in the employment of staff. Confirming the high moral character of the next Prosecutor is integral to the recruitment and retention of staff who meet these standards. Indeed the moral integrityof the leadership, management and staff of the Office of the Prosecutor is of primaryimportance in executing the mandate of the Rome Statute, including the redress ofsexual and gender-based crimes. Furthermore, to ensure a safe working environment, the next Prosecutor must prove themselves able to ethically and effectively deal with any allegations of misconduct made against their staff.
The importance of this should not be under-estimated. The ICC Audit Committee’s interim report, published in April 2019, highlights findings from a Court-wide 2018 Staff Engagement Survey, which had a 71% response rate and found that only 19% of respondents were “positive” that cases of bullying, harassment or discrimination were dealt with appropriately. The Audit Committee further found that the ICC had not communicated any intended corrective measures relating to instances of misconduct that staff said they had faced.
A 2017 ICC Staff Union report on ‘ICC Staff Feedback on Harassment, Bullying, Discrimination and Abuse of Power’, provided the result of a survey taken by 128ICC staff members in which 48.4% of respondents said that they had been victims of one of the listed behaviours (discrimination, (sexual) harassment, abuse of authority, or misconduct). Equally concerning was the fact that only 18.7% of thosewho had stated having been victims of these behaviours said that they reportedthem. Reasons given for deciding not to report included: lack of faith that measures would be taken (35.9%), fear of retaliation (28.9%), lack of support from peers(13.3%) or supervisors (29.7%) and having to undergo a lengthy process (15.6%).









