Table 2: Data from semi-structured interviews Indicator Area Interview outcomes 1. Structure and Good practice identified decision• Inclusion of gender equality in the strategic priorities and followed by making annual planning and reporting. • Legislation for the equitable allocation of governance representatives across genders and policy for senior leadership roles – noting that the policy must be bold enough to make a difference. (That is, a policy to have ‘at least’ one female representation will not change the gender ratio.) • A Commissioner and senior staff responsible as gender focal point – even if, as in small offices (the APF for example), resources do not allow for those people to be solely focused on gender. • A focused gender-based division if the NHRI is large enough. • Leadership development for female staff and an affirmative action policy to increase the numbers of women in leadership positions. • A robust governance framework that ensures equitable gender inclusion. Gaps identified • The lack of women in leadership positions. Challenges identified • The lack of resources available to designate a gender division / focal point. • Barriers to equitable representation including the disproportionate number of male staff in some NHRIs resulting in a perpetuation of male officers promoted, and the lack of leadership training for women and gender diverse people. 2. Organisation culture and practice Good practice identified • Having an agreed and inclusive definition of gender. • Gender included in values statements. • • An organisation-wide gender policy to guide practice. Ensuring every committee and working group has an equitable gender make up. • Budget allocation that includes gender specific activities and gender mainstreaming. • Regular review of policies. • Carrying out an independently facilitated gender audit, with resulting recommendations. Gaps identified • While there is a respect for gender inclusion and recognition, and a gender policy may exist, this is not always translated into culture and practice. • Conversely some NHRIs ‘do’ gender. They just don’t plan for it or report on outcomes. Gender Baseline Assessment of NHRIs in the Asia Pacific region – July 2024 36