Racial Equality for Arbitration Lawyers (REAL) is a new initiative launched by a group of global lawyers practicing international arbitration who are committed to striving to achieve racial equality for arbitration lawyers. REAL is led by co-chairs ArbitralWomen Board member Rekha Rangachari, ArbitralWomen member Crina Baltag and Kabir Duggal. The organisation is incorporated as a non-profit entity under the laws of New York. The REAL Steering Committee includes ArbitralWomen members Crina Baltag, Chiann Bao, Louise Barrington, Mélida Hodgson, Sara Koleilat-Aranjo, Dana MacGrath, Mirèze Philippe, Rekha Rangachari and Nancy Thevenin. Other members of the REAL Steering Committee include San Funke Adekoya, Cecilia Azar Manzur, Christopher Campbell, Eleonora Coelho, Earl Rivera-Dolera, Kabir Duggal, Mansi Karol, Jaroslav Kudrna, Tafadzwa Pasipanodya, Rana Sajjad Ahmed, Fernando Tupa and Salim Sleiman. REAL looks to champion underrepresented groups in international arbitration. Anyone who wants to contribute to promoting awareness of the lack of racial diversity and facilitate change can be a member. There is no membership fee. Members are simply encouraged to help facilitate the cause for greater racial representation in international arbitration. Together the Steering Committee and members of REAL aim to facilitate dialogue, action, and change. A core goal of REAL is to increase access to the “arbitration club” – to open the door to more practitioners. One avenue is to offset the socio-economic limitations for many entering the international arbitration field with community-building for young and mid-level practitioners. Key strategic aims of REAL include progressing racial equality and representation of other unrepresented groups in international arbitration and international law more generally, considering the challenges posed by intersectionality when it comes to diversity and inclusion, creating a platform to address issues of systemic discrimination and implicit bias in international arbitration, collaborating with and supporting other initiatives that address diversity and inclusion to make international arbitration equitable for all participants, and creating a safe space for under-represented groups in international arbitration to discuss the challenges they face. “Windows open in moments to activate us, as a community, to create change. What lies at the core of any grassroots movement like REAL is the belief that we can do it better together. Pandemic has taught us that we are resilient, adaptable, and ever evolving. In step with this, inspired by the gold standard initiatives like ArbitralWomen already in place or nascent in form like REAL, we are anchored by fundamental pillars of access and advocacy,” remarked Rekha Rangachari, co-chair of REAL and Executive Director of the New York International Arbitration Center. “We need to address diversity in international arbitration in a comprehensive manner” commented Crina Baltag, co-chair of REAL and Senior Lecturer at Stockholm University. “While racial diversity might not be the most comfortable of conversations, we need to begin somewhere. REAL was created to facilitate this dialogue.” Kabir Duggal, co-chair of REAL and Senior International Arbitration Advisor at Arnold & Porter Kaye Scholer LLP noted, “Recent events in the US and around the world have placed racial diversity in the spotlight. This gives us an opportunity to reflect on the realities of racial representation in our own international practice. This is an impetus for REAL. We look at the success of ArbitralWomen and the Equal Representation in Arbitration Pledge as models for us to collaborate together to address the broader goals of diversity in our practice. Indeed, the support of ArbitralWomen is pivotal to us as we formulate and think of racial diversity. Will you get #REAL with us?” REAL will launch formally on 18 January 2021 with two virtual inauguration sessions at 9am and 5pm Eastern Standard Time (EST). Stay tuned for details on the launch event and REAL initiatives on REAL’s LinkedIn handle. All who are interested in learning more about REAL are welcomed to register free of charge to attend. #letsgetREAL! Submitted by Dana MacGrath, ArbitralWomen President and Investment Manager, Legal Counsel at Omni Bridgeway

ArbitralWomen is delighted to share that we have upgraded our website membership page to offer a more user-friendly application and renewal process. In order to renew membership or to apply for membership, click on LOGIN or APPLY NOW to be directed to a new page. Existing members will be asked to reset their password for security purposes. New joiners will be asked to complete either an individual membership application or a corporate membership application. As the new year fast approaches, now is an excellent time to check whether it is time to renew membership and to update profiles to reflect full skillset and experience.

Increasing visibility by updating profiles

Members who update their member’s profile in our Members Directory increase their visibility and receive potential engagements and referrals. The ArbitralWomen Multi-Criteria Selection Tool (available here) allows a tailored search of our members and their credentials based on various criteria, including for example geographical region, language fluency, and areas of expertise, as well as the (multiple) roles our members perform in dispute resolution. Publications are also an important demonstration of members’ expertise. Members are encouraged to take a few minutes to list them within their profile, and to upload them to the extent permitted by the publisher.

Benefits of ArbitralWomen membership

As a leading organisation promoting women and diversity in international dispute resolution, membership of ArbitralWomen continues to grow globally and gain increased stature and recognition. We aim to maximise the benefits of ArbitralWomen membership for all members, irrespective of their age or level of experience, jurisdiction, or their role in dispute resolution. Clients and counsel regularly visit ArbitralWomen’s website searching for dispute resolution practitioners in many roles and search our website for publications on specific topics. The many benefits of ArbitralWomen membership include:

• Searchability under Members Directory and Find Practitioners, enabling others to find profiles and potentially engage or refer work to members
• Promotion of dispute resolution speaking engagements on our Events page and on social media
• Visibility of articles, once added to the members’ profile, under Publications
• Exposure in our periodic ArbitralWomen Newsletters through the inclusion of reports about the events
• Exposure on our News page if members contribute a news article relating to diversity and dispute resolution
• Recognition on our News about ArbitralWomen Members page of promotions, moves and professional achievements
• Opportunities to publish articles on the Kluwer Arbitration Blog via ArbitralWomen’s section of and cooperation relationship with the Kluwer Arbitration Blog
• Participation in ArbitralWomen’s Mentorship and Parental Mentorship programmes
• Networking with other female practitioners, including virtual networking opportunities through ArbitralWomen Connect

Logistics of renewing or joining as an ArbitralWomen Member

• Individual membership fee: 150 Euros
• Corporate membership for 5 members: 650 Euros (instead of 750), and 135 Euros (instead of 150) for each additional member irrespective of where she is based.
• Membership term: one year from the beginning of the month following payment, irrespective of the date of payment, with immediate access to the profile.

Join now: If you are not yet a member, join us now by selecting APPLY NOW. Renew now: if your membership has lapsed or is about to expire, renew now by logging into your account.

• If membership is still valid: no need to wait until the eve of membership expiry to renew. If members renew now (individually or as a corporate member), the membership renewal is effective from the date on which it would have expired, avoiding any lapse in membership.
• If membership has expired: if members cannot find their name in our Members Directory, it is likely that membership has lapsed, they can connect to their profile to verify if they need to renew.
• Corporate membership:
• When members benefit from a corporate membership paid by their firm, their firm must renew for them.
• When members’ firm subscribed a corporate membership, they can ask their firm to add them to the list of members whose membership fees are paid directly.
• When members’ firm subscribed a corporate membership but the firm does not add them to the list of members whose membership fees are paid directly by the firm, they are entitled to a discounted rate of 135 Euros nonetheless, extended to all members of the firm.
• When the firm has not yet subscribed a corporate membership, encourage it to do so and to include members from your firm, regardless of whether they are already ArbitralWomen members.

We value all of our members. Submit any questions to This email address is being protected from spambots. You need JavaScript enabled to view it.. ArbitralWomen Membership Committee Gaëlle Filhol, Rebeca Mosquera, Mirèze Philippe, Rose Rameau, Donna Ross

We are pleased to report on the latest initiative by the ERA Pledge, the launch of the Pledge Corporate Guidelines on 26 November 2020. The Pledge Corporate Guidelines are a set of guidelines specifically designed for corporates to use to implement the diversity aims of the Pledge. The Pledge Corporate Guidelines can be found here on the ERA Pledge website. The Pledge Corporate Guidelines were drafted by the members of the Pledge Corporate Sub-Committee, led by Co-Chairs Samantha Bakstad of BP and ArbitralWomen member Sylvia Noury of Freshfields, together with Secretary Ashley Jones of Freshfields. The corporate sponsors of the Pledge Corporate Guidelines include Airbus, AngloAmerican, BP, Burford Capital, Chevron, ConocoPhillips, Omni Bridgeway, Shell Corporation and Vannin Capital. The Pledge Corporate Guidelines recognise that diversity is a critical lever for business success. Additionally, increased diversity improves the effectiveness of arbitral tribunals and the quality of outcomes by bringing a greater range of perspectives to bear on the decision-making process. The Pledge Corporate Guidelines acknowledge that corporates may be less familiar with all available diverse arbitrator candidates than arbitral institutions and that some corporates may rely on arbitrator candidate lists provided by external counsel. By signing the Pledge, a corporate can demonstrate its support, including to its external counsel, for a broader and more gender-balanced arbitrator selection process. Importantly, the Pledge Corporate Guidelines aim to make it easier for corporates to implement its pledge to support diversity by providing specific factors for corporate counsel to consider when involved in the appointment of arbitrators, the selection of counsel teams for arbitration and even in the workplace. When involved in the appointment of arbitrators, The Pledge Corporate Guidelines encourage corporates to:

• Consider appointing women as arbitrators on an equal opportunity basis
• Try to request at the outset of the arbitrator selection process that external counsel apply the principles embodied in the ERA Pledge when drawing up a list of potential candidates
• Try to ensure any list of potential arbitrator candidates includes a fair representation of women
• Endeavour to call out any non-diverse list and encourage further consideration be given to equally qualified female candidates who could be included in the list
• Consider using the Pledge Arbitrator Search function (and other available search tools) to help identify qualified female arbitrator candidates
• Try to include a fair representation of women when proposing candidates for Chair and encourage the nominated arbitrators and other parties in the proceedings bear the aims of the ERA Pledge in mind when considering the appointment of the Chair
• Make efforts to track and report the proportion of female arbitrators appointed and, where appropriate, share this diversity data internally
• Consider adopting internal targets, where necessary, to increase the proportion of women the company is appointing as arbitrators to improve the diversity of arbitrator appointments and track these targets at regular intervals to monitor progress

When involved in selecting external counsel teams for arbitrations, the Pledge Corporate Guidelines encourage corporates to endeavour to select diverse external counsel teams consistent with each organisation’s internal diversity and inclusion policies or practices. Finally, in the workplace, the Pledge Corporate Guidelines encourage corporates to become familiar with the ERA Pledge and the Corporate Guidelines and share them with colleagues involved with the appointment of arbitrators, endeavour to provide female colleagues equal opportunities with respect to speaking at external arbitration events and conferences and consider other ways to help them to raise their profile in the arbitration space.

Co-chair of the Pledge Corporate Sub-Committee, Samantha Bakstad of BP, states, ‘It is now widely understood that diversity and plurality of thought are good for business, which is why organisations around the globe have, for several years now, made gender diversity commitments. Arbitration – being one of just a handful of instruments available to businesses to resolve their commercial disputes – should be no different. In short, arbitration should reflect the diversity of its corporate users. The Corporate Guidelines were drafted by a committee of senior in-house dispute practitioners with the aim of equipping corporate signatories of the ERA Pledge (current and future) with a best practice guidance note which outlines concrete steps that corporates can take in this space to improve, amongst other things, the profile of female arbitrators within their organisations. Our hope is that by incorporating these practical steps into their daily working practices, corporate users of arbitration will be better equipped to appoint the right arbitrator for the case in hand (rather than resorting to the “tried and tested” pool) and that this will result in a greater number of females being appointed to tribunals by corporates.’

Founder and co-chair or the Pledge’s Global Steering Committee and co-chair of the Pledge Corporate Sub-Committee, Sylvia Noury, remarks: ‘While the number of women being appointed to arbitral tribunals is steadily improving, generally this is due to increasing appointments by arbitral institutions. The ERA Pledge, with the assistance of a Sub-Committee of corporate sponsors committed to gender diversity, is issuing these Corporate Guidelines as part of its drive to boost the number of women appointed to tribunals by the parties, where these is still much room for improvement. We’re grateful for the support of our Corporate Sub-Committee and hopeful that these practical guidelines will help move the dial.”

The members of the Pledge Corporate Sub-Committee, co-chaired by Samantha Bakstad and ArbitralWomen member Sylvia Noury, together with Secretary Ashley Jones, include ArbitralWomen Board members Dana MacGrath and Alison Pearsall, ArbitralWomen members Yasmin Mohammed and Giulia Previti, together with Arjun Agarwal, Gwendoline Brooker, Sapfo Constantatos, Karl Hennessee, Kelly Herrera, Nav Juty, Beatriz Saiz Marti, Patrizia Masselli, Sarah Walsh, Kate Wilford and Thomas Wright Jr. Ashley Jones is Secretary to the Corporate Sub-Committee. Submitted by Dana MacGrath, Omni Bridgeway Investment Manager and In-House Legal Counsel, ERA Pledge Corporate Sub-Committee Member, ERA Pledge Steering Committee Member, ArbitralWomen President and News Director

A Checklist of Best Practices for the Selection of Arbitrators and a Survey on the Selection of Arbitrators were launched by the Paris members of the ERA Pledge Steering Committee, Caroline Duclercq, Laurence Kiffer, Alison Pearsall, Mirèze Philippe, Gisèle Stephens-Chu, and Valence Borgia and Maria Beatriz Burghetto, the author of this post, in a non-official capacity. The launch took place during a webinar on 14 October 2020, hosted by the Paris Bar with the support of the ERA Pledge and ArbitralWomen, that was attended by over a hundred participants. A recording of the webinar (in French only) is available here. The Checklist outlines the best practices, methods and tools available for selecting arbitrators, relying on objective criteria that promote both efficiency and diversity in the selection of arbitrators. The goal of the Survey, which will first be launched in France, is to explore the criteria and methods employed by arbitration users when nominating arbitrators. It also provides a tool to reflect on the various issues listed and to address the selection process from a different perspective.

Importance of applying good practices in arbitrator selection and of diversity of arbitral tribunals

Arbitrator selection is a core element of the practice of arbitration. It is a crucial step that may determine, for better or for worse, the quality of the arbitral proceedings and of the decisions the tribunal will make, including the award on the merits. Parties’ in-house and outside counsel and arbitral institutions may add significant value to the selection process, based on their experience and knowledge of the milieu. The risk, however, is that, by adhering too much to the ‘tried and true’ and excluding innovation and alternatives, arbitrator selection turns into repeated appointments of ‘usual suspects’, leading to some arbitrators being overbooked while others who are equally competent are rarely appointed. This perpetuates endogamous appointments that undermine the legitimacy of arbitration, not only from the diversity standpoint, but also from the equally important aspect of independence and impartiality of the arbitrators. These concerns with repeat appointments, and specifically with diversity in arbitrator selection, have attracted the international arbitration community’s attention for the past decade (see Queen Mary University surveys on ‘Choices in International Arbitration’ (2010) and ‘Current and Preferred Practices in the Arbitral Process’ (2012), which included questions on arbitrator selection, and Berwin Leighton Paisner survey on ‘Diversity on Arbitral Tribunals: Are we getting there ?’ (2017)). To respond to these concerns and the objective of many in the arbitration community ‘to increase, on an equal opportunity basis, the number of women appointed as arbitrators in order to achieve a fair representation as soon practically possible, with the ultimate goal of full parity’, the French chapter of the Equal Representation in Arbitration (ERA) Pledge has recently proposed tools that that seek both to guide and understand appointment practices:

1. a checklist of ‘best practices’ in arbitrator selection, and
2. a survey on criteria and preferred methods for arbitrator selection used by arbitration users, and on the impact diversity policies may have on arbitrator selection and performance.

Main takeaways from the Checklist

The Checklist of Best Practices for the Selection of Arbitrators is addressed to parties and their counsel, in particular users of arbitration who may not have much experience in this area. It is in five parts: the first part deals with preliminary considerations that parties must attend to at the beginning of the arbitral proceedings; parts two and three focus on parties’ selection of co-arbitrators and of the president of an arbitral tribunal, while part four concerns what parties can do where it is the arbitral institution that is required to appoint an arbitrator. Finally, the Checklist highlights the importance of taking into consideration the personality and experience of arbitrators to ensure balance and a good dynamic within the tribunal. This post discusses the main takeaways from the Checklist. First, parties must devote significant attention and reflection to the arbitrator selection process and avoid hasty decisions, from the drafting of the dispute resolution clauses to the appointment of arbitrators. The number of arbitrators or the selection method agreed upon in the clause may not be well-suited to the dispute once it has arisen. Revisiting the clause would be advisable, even though it would require agreement of the parties, which may be challenging to obtain once they are in dispute. Second, when parties must nominate arbitrators, they should not only seek feedback from arbitration users or arbitration practitioners, but also refer to publicly- available directories and other resources available on websites such as AAA, ArbitralWomen, ASA, BreakingThrough, Energy Arbitrators (ICDR), IAI, ICCA, JAMS, VIAC, and the search page on ERA Pledge, and to the feedback on arbitrators available on paid-access websites such as Arbitrator Intelligence or GAR ART. Parties, co-arbitrators and arbitral institutions should promote gender, generational, cultural and legal diversity to broaden the pool of arbitrators and appoint qualified arbitrators who are less busy than the ‘usual suspects’. Diversity improves performance, as it increases the pool of talent, skills, experience, and ways to approach and resolve problems. Recent statistics demonstrate that gender diversity has been increasingly a significant criterion considered by arbitral institutions when appointing arbitrators, rising from less than 10% in 2010 to an average of 21 % in 2019. Third, when appointing arbitrators, arbitral institutions and national courts must take into account parties’ wishes regarding arbitrators’ qualifications, whether agreed upon in the arbitration clause or after the dispute has arisen. Parties should state their preferences, especially when the clause is silent, to ensure that the required qualifications and experience are represented in the tribunal makeup. Fourth, parties, co-arbitrators and institutions should seek to ensure a well-balanced tribunal and good dynamic within the tribunal, based both on objective and subjective selection criteria. For example, the respondent’s choice of arbitrator will very likely be influenced by the profile of the arbitration chosen by the claimant, who usually appoints first. For instance, if the claimant nominates a law professor, a respondent may be inclined to nominate a practising lawyer to ensure a balance of views on the tribunal, particularly if the respondent’s case depends more on factual evidence than legal argument. Likewise, the choice of the co-arbitrators may have an impact on the profile of the president to be selected. In addition, the president must have a certain authority and the strength to avoid potential manipulation by biased co-arbitrators and must also be hardworking, to ensure a well-reasoned award. Moreover, arbitrators must be willing to listen to each other, and co-arbitrators, while ensuring a balance of views, must not play the role of advocate for the party who appointed them. A copy of the Checklist is available here in French and here in English.

Description of the Survey

The Survey differs from the surveys conducted by Queen Mary University, as questions are more detailed and specific in connection with arbitrator selection and diversity in its broadest sense, including gender diversity. It is addressed to counsel, in-house counsel and their respective professional organisations based in France. Respondents are invited to indicate the type of entity they represent in taking the Survey, including its familiarity with designating arbitrators. They must provide information on the methods they use for selecting arbitrators and rank them in order of priority. Two questions concern list-based selection methods, specifically (i) whether the respondent’s preference is to ask an arbitral institution to provide a list of candidates that fulfil the parties’ criteria, and (ii) where parties are to draw up a list of candidates, which criteria they consider most important, such as nationality, gender, cultural background, place of residence, previous experience as arbitrator, knowledge of the applicable law or industry. Respondents are requested to rank and give each criterion a mark to assess its individual significance. Another question addresses ways to improve arbitrator selection methods, mainly from the point of view of gender diversity. Respondents must choose among several selection methods, ranging from lists of candidates supplied by arbitral institutions and anonymised CVs which may generally result in more female candidates being chosen (see Lucy Greenwood, “Could "Blind" Appointments Open Our Eyes to the Lack of Diversity in International Arbitration?, TDM, Vol. 12, issue 4, July 2015), to “blind” appointments where candidates are not told which party has chosen them in order to ensure the candidate’s complete independence and impartiality. The next question considers factors that, in respondents’ opinion, are most conducive to the satisfactory conduct of the arbitral proceedings, such as (a) homogeneous or diverse legal backgrounds, (b) gender diversity, (c) previous experience sitting in the same tribunal (or lack thereof), (d) different professions (or the opposite) or (e) the fact they belong to the same (or a different) generation. The last two questions enquire about (i) the existence of diversity programmes implemented at the respondents’ firms, their results and whether they have an impact on arbitrator selection, and (ii) the impact that diversity in its different aspects may have had in the success of the firm. The goal of the authors of the Survey is to have as many responses as possible in order to understand and analyse arbitration users’ motivations and the methods they apply when selecting arbitrators, as well as their attitudes towards diversity in the constitution of arbitral tribunals. This, in turn, may increase the collective awareness and reflection on arbitrator selection methods and how they should better take into account the key question of diversity. Your input will be extremely valuable. The text of the Survey is available here for information and you can take the Survey by clicking here. Submitted by Maria Beatriz Burghetto, ArbitralWomen Board Member, independent lawyer and arbitrator, Paris, France

ArbitralWomen member Victoria Pernt has launched myArbitration, a series of short video interviews with people from the world of arbitration. The series provides a platform of prominent and rising practitioners, with the aim of making the field more accessible, equal and diverse. Interview subjects share their personal stories, views, and passion projects. Discussing key challenges and developments, myArbitration raises awareness and promotes diversity (with a focus on gender, but also regional, racial and socio-economic diversity), transparency, sustainability, and other topical and important issues in international arbitration. myArbitration videos will be posted and promoted on LinkedIn and YouTube The first myArbitration video features ArbitralWomen Advisory Board member and former Vice President Gabrielle Nater-Bass. Her interview is available on LinkedIn and YouTube. Upcoming interviews include prominent or rising female practitioners such as Mirèze Philippe, Gaëlle Filhol, Stefanie Pfisterer, Lucy Greenwood, Amanda Lee, Crina Baltag, Chiann Bao, Catherine Rogers, Milena Djordjevic, as well male practitioners Eric Schwartz, Michael McIlwrath and others. Interviews generally consider a balance of gender, regions, and in-person vs virtual interviews. Follow myArbitration on LinkedIn and subscribe on YouTube for the latest updates. Many new interviews will be released over the coming weeks. Many congratulations to Victoria for launching this exciting new series!

ArbitralWomen and the Abu Dhabi Global Market Arbitration Centre (ADGMAC) are pleased to announce that they have agreed to partner with the shared goal of raising awareness and promoting diversity in international dispute resolution. ArbitralWomen and ADGMAC entered into a Memorandum of Understanding (MoU), signed by Linda Fitz-Alan, Registrar and Chief Executive of ADGM Courts, and Dana MacGrath, President of ArbitralWomen. Through the agreement, ArbitralWomen and the ADGMAC will collaborate on various endeavours to ensure greater representation of females across the global dispute resolution sector, as well as cooperatively advocate for equal opportunity and increased diversity. Commenting on the partnership, Dana MacGrath, President of ArbitralWomen, said: “ArbitralWomen is excited to partner with ADGMAC to promote women and diversity in dispute resolution in Abu Dhabi and the MENA region. It is central to our mission to advance diversity in important regions such as the MENA region where ArbitralWomen has historically had less involvement to date. We are very grateful for the opportunity to collaborate with ADGMAC to support women in international dispute resolution.” Linda Fitz-Alan, Registrar and Chief Executive of ADGM Courts, said: “ADGMAC is delighted to join in partnership with ArbitralWomen. Diversity is a key focus for ADGM, having launched a Gender Equality Initiative in 2019. In arbitration, our first significant step was in the selection of arbitrators to join ADGMAC’s Arbitrators Panel, launched in March 2020, which featured diversity and gender equality as key selection criteria. The MoU with ArbitralWomen serves as a vital step in the right direction. We very much look forward to working with ArbitralWomen, their regional representatives and members to continue to innovate, inspire and create tangible progress on diversity in the dispute resolution landscape.” About ArbitralWomen ArbitralWomen is an international non-governmental organisation that promotes women and diversity in international dispute resolution. For more than 25 years, ArbitralWomen has developed programmes and opportunities to support and promote women in dispute resolution and has served as a leader in the efforts to overcome gender bias in the legal profession. ArbitralWomen has a mentorship programme and regularly promotes the achievements and activities of its members in its News Alerts, on its webpage and in its periodic Newsletters. Of note is ArbitralWomen’s Diversity Toolkit™, a unique training programme designed to help people identify bias and explore ways to overcome it, which was shortlisted for the Equal Representation in Arbitration (ERA) Pledge Award at the 2020 Global Arbitration Review (GAR) Virtual Awards Ceremony. About ADGM Abu Dhabi Global Market (ADGM) is an award-winning international financial centre (IFC) located in the capital of the UAE. ADGM is the first jurisdiction in the region to directly apply English common law and stands out as a leader in the arbitration community with its modern pro-arbitration framework that has been modelled on the UNCITRAL Model Law. This framework is superbly complemented by the ADGM Arbitration Centre (ADGMAC), which is equipped with state-of-the-art technology and hearing facilities. ADGMAC’s hearing rooms and other facilities are available for arbitration cases and mediations, regardless of the institution administering the arbitration or mediation. In addition, the parties can, and are encouraged to, make use of ADGMAC regardless of whether the seat is ADGM. ADGM was awarded “Jurisdiction that has made great progress” by the Global Arbitration Review Awards 2020.

This collaboration agreement between ArbitralWomen and ADGMAC was led and negotiated by ArbitralWomen MENA Regional Director, Sara Koleilat-Aranjo.

ArbitralWomen encourages and supports collaboration with other organisations to promote women and diversity around the world. ArbitralWomen Cooperation Committee Members Rekha Rangachari and Mirèze Philippe will be happy to answer any questions concerning any existing or potential collaboration or partnership agreements with ArbitralWomen. Contact: This email address is being protected from spambots. You need JavaScript enabled to view it..