Findings Key overall findings 1. Many (70%) NHRIs integrate gender into their strategic statements, action plans and / or annual reports. 2. The difference in gender composition of commissioners and staff combined across all NHRIs is between 6% and 16%, with females being the smallest grouping in all categories – commissioners, senior staff and junior staff). The largest gender difference is related to Chair positions at 40% (30% female and 70% male), followed by senior staff at 16% and junior staff at 6%. To be noted are the three NHRIs who employ staff identifying as ‘other’. These are all found in the junior staff grouping. There are some NHRIs who have always had a male Chair. 3. NHRIs do very well at delivering specific initiatives aimed at promoting gender equality, and at addressing gender imbalances and promoting gender equality as part of their work. Gender mainstreaming external work is less well developed. 4. NHRIs do better at the provision of externally facing work than they do gender mainstreaming their internal structures, decision-making processes, culture, practice and capacity development. Only 2 NHRIs report that they use gender-based budgeting. 5. All NHRIs develop and deliver specific initiatives aimed at promoting gender quality (gender specialisation) and most focus on addressing gender imbalances and promoting gender equality in the delivery of external work. 6. Most NHRIs have individual commissioners or staff within the organisation who have expertise in promoting gender equality. Some NHRIs have designated leadership responsibility and/or divisions with a gender equality focus. However not all personnel across NHRIs know how to apply a gender perspective to their work. Opportunities provided to increase gender expertise, competence and capacity – 29% (6 NHRIs) NHRIs report on gender disaggregated numbers from aspects of their work, but few do this consistently. Disaggregated numbers tend to be reported rather than gender impact. 7. 8. 9. While not a separate indicator, 14 NHRIs (60%) report on gender equality as inclusive of gender diverse peoples.16 Gender diverse (‘other’) people have been counted for the first time in the APF Annual Member Survey. Note 0.05% appearing in the ‘junior staff’ grouping. 16 Gender Baseline Assessment of NHRIs in the Asia Pacific region – July 2024 19