51ÁÔÆæ

It is clear from ST/AI/1999/9 and the 11 February 2019 interoffice memorandum: (a) that sending a note to the Executive Office of the Secretary-General when selecting a male candidate instead of a suitable female colleague is a mandatory requirement as the verb ¡°shall¡± is used (b) that for ¡°review and discussion¡±, the relevant note to the Executive Office of the Secretary-General is to be submitted before¡ªand not after¡ªany selection decision is taken and (c) that in this note, the hiring entity is to explain and document why the ¡°recommended¡± male candidate is ¡°clearly superior¡± to any...

The interview questions were reasonable and that the panel¡¯s report was comprehensive, well-structured and thorough, and with reference to Sanwidi, the decision not to recommend the Applicant was therefore not ¡°absurd or perverse¡± It is uncontested that the Applicant passed the written test, which was administered by the technical panel, whose composition he is now challenging. Accordingly, this composition evidently did not result in any concrete negative consequence(s) for the Applicant in the challenged selection process, but as a general matter, the Tribunal cannot exclude that a situation...

The Tribunal finds that the Respondent has been able to minimally show that the Applicant¡¯s candidature was given full and fair consideration, including special consideration as an internal candidate on an abolished post but that the Applicant has failed to show that she was denied a fair chance during the selection process. Accordingly, the Tribunal DECIDES that the application is rejected in its entirety.