3.3 Outline how the Gender Strategy has been developed This section summarises the work completed during Phases 1 and 2. It helps build confidence in the Strategy by showing that it is based on research, engagement and collaboration. You could include: • C  onfirmation that NHRI leadership approved the development of the Strategy and endorsed the Strategic Framework • W  ho was involved in developing the Strategy, including leadership, staff, external stakeholders and the Gender Strategy Development Team • The methods used to develop and validate the Strategy, such as stakeholder engagement, consultations and focus groups • C  onfirmation that priorities, outcomes and actions were informed by rigorous and gender-disaggregated data collection and prioritisation processes. Example: Human Rights Commission of Assuwa The Assuwa Gender Strategy was developed through a structured, participatory process designed to build institutional ownership and incorporate broad stakeholder insight. Phase one established governance: leadership was identified to champion the work, NHRI commitment was secured, and a Gender Strategy Development Team was formed. In phase two, the team convened focus groups with internal staff to surface priorities and evidence. These consultations informed agreement on the Strategy’s Vision, Purpose, Strategic Priorities, Outcomes, Actions, and Indicators, ensuring alignment with human rights obligations and the lived realities of diverse groups. Building on this foundation, a “Strategy on a Page” and the full Strategy document were produced. Both were validated through further review by NHRI staff and external partners, ensuring the Strategy was inclusive, realistic, and aligned with human rights standards. Finally, the Strategy was communicated and socialised across the NHRI and with partners and communities, laying the groundwork for collaborative implementation and ongoing engagement with external stakeholders throughout delivery and monitoring. Gender Strategy Toolkit 2026 51