The following two sections identify the key areas of an NHRI’s internal and external operations and highlight some of the factors that would demonstrate that a gender mainstreaming strategy has been successfully planned and implemented. 3.1. GENDER MAINSTREAMING THE CULTURE AND INTERNAL OPERATIONS OF AN NHRI24 As the Guidelines have discussed, gender mainstreaming is not just an ‘add-on’ activity. It requires a systematic and strategic approach that involves: • An assessment of the NHRI to understand how well gender equality is integrated into all functions, roles and divisions and at all levels • Developing a plan to increase the NHRIs commitment to gender equality • Executing, monitoring, evaluating and reporting on that plan. Implementing a gender mainstreaming strategy within an NHRI takes commitment, time and resources. There are seven areas of an NHRI’s internal operations where gender mainstreaming may apply. These areas will intersect with each other and may vary according to the NHRI priorities. 2. 1. Senior staff leadership/ management Governance and strategic planning 7. 3. Monitoring and reporting Culture and internal operations gender mainstreamed Organisation culture and practice 4. 6. Funding and resourcing 5. Human resource management/ policies and procedures Organisation structure Section 3: Gender mainstreaming in an NHRI | 35