This post by Danya Chaikel originally appeared at Opinio Juris as part of our symposium on the Next ICC Prosecutor. Due to the urgency and immediacy of the issues raised in it, I have decided to publish at JiC as well. Danya is an international lawyer who has worked for 15 years across several international criminal courts, tribunals, NGOs, professional bodies and the UN. She is the Secretary of the International Bar Association’s War Crimes Committee and coordinated the International Association of Prosecutor’s Forum for International Criminal Justice for nine years. She began her career in The Hague at the ICC in 2010 in the Investigation Division of the Office of the Prosecutor and later worked for the ICC Presidency and Secretariat of the Assembly of States Parties.
The ICC Prosecutor is first and foremost a leader, who needs to stimulate a work culture that empowers personnel in a safe and supportive environment – so that they can investigate and prosecute with excellence. Not only must the next ICC Prosecutor effectively tackle all forms of misconduct, they must also have a clean record.
In December, the ICC Staff Union Council called on States Parties to give full meaning to the provisions on high moral character of elected officials, including judges and the next Prosecutor, stating that unethical behaviour has “already shown to negatively affect the wellbeing and health of the staff of the Court.” I have also read a 2018 Staff Union report which details an unpublicised survey of 128 staff members – 48.4% of respondents said they had been victims of at least one of the following at the ICC: discrimination, (sexual) harassment, abuse of authority or misconduct. The results also showed low levels of reporting.
The #MeToo movement has thrust these issues into the mainstream, and we are coming to grips with how widespread harassment and mistreatment are within the legal profession and international institutions. The discussions have focussed on sexual misconduct against women who are disproportionately affected, and now the conversation is broadening to cover a range of unethical behaviour across genders, from the minor to the egregious, such as: inappropriate jokes, sexually suggestive comments, threats, abuse of authority, racism, homophobia, gaslighting, sexual assault and other forms of violence.
States Parties should conduct a thorough assessment of the final 6 candidates
Recent civil society campaigning on the upcoming election has focussed on how an assessment of the next Prosecutor’s “high moral character” must take into account past sexual (and other) misconduct. An OSJI article I was quoted in led to a woman approaching me for help with her sexual misconduct complaint, about one of the likely ICC Prosecutor applicants. Her attempt to tell her story is still unfolding, as we know how incredibly daunting it is to make such a claim against a senior member of the international criminal law field. Over the past few months, she’s written that her “stress level was super high”, she feels “stupid to be afraid” and that she will be depicted as “asking for it”. Her fear is palpable.
I mentioned the challenge of supporting this woman to an ICC staff member who warned this could play into the hands of ICC naysayers to further discredit the institution. This is part of a culture of denial – something I have witnessed numerous times in The Hague, and also when my own sexual harassment claim was silenced, as a lawyer in Canada.
The main reason this woman has not yet disclosed her name and full claim to the Committee on the Election of the ICC Prosecutor is because they do not have a comprehensive procedure to process such complaints. The uneven power dynamics in terms of gender, status, wealth and age in this claim are clear. Understandably the woman assumed there would be a procedure providing her protection from retaliation, or a potential defamation lawsuit. She has also made it clear that the due process of the applicant should be upheld so her claim is fairly considered.
The Committee takes these issues seriously and has indicated its willingness to accept credible information. While praiseworthy, this is not enough when the stakes are high, and few people have the courage to come forward. After the longlist of 16 candidates are interviewed by the Committee, States Parties still have the chance to assess the final six candidates before the election of the next Prosecutor. Even though the Committee’s mandate will come to an end, there is still time for States Parties to conduct thorough background checks and to facilitate a fair, transparent and safe procedure for complaints. Continue reading









