NHRI Guidelines for Mainstreaming the Human Rights of Women and Girls into Our Everyday Work The table below begins to identify the factors that would demonstrate that an NHRI is acting on its commitment to gender equality and the human rights of women in its internal operations and culture. It also includes possible actions that may be taken by the NHRI. NHRIs can add to this list as they test and implement their gender mainstreaming strategies. 1. Governance and strategic planning A gender mainstreamed NHRI … Possible actions • Has a commitment to gender equality and leadership that is able to realise it. • Advocate to government for balanced gender representation among NHRI members. • Has a balanced gender representation among members. • Identify a focal point for gender equality, with a work stream that is linked to the NHRI’s strategic plan and is appropriately resourced. • Includes member/s with a specific gender equality mandate. • Is committed to gender equality in its values, vision and purpose statements. • Integrates gender perspectives into strategic statements and decision-making processes. • Has goals and targets for gender equality. • Adopt a gender strategy that is regularly audited and that drives strategy and decision-making. • Ensure that a commitment to gender equality is visible in all of the NHRI’s strategic documents. • Ensure that all strategic planning processes (including logistical frameworks, design, evaluation, impact monitoring and reporting) incorporate gender perspectives that identify the most significant priorities for women and girls and work toward gender equality. • Involve women and girls, agencies that represent them and other specialised institutions in the NHRI’s planning processes. • Include gender mainstreaming as a standing agenda item in NHRI member meetings. 2. Senior staff leadership/management A gender mainstreamed NHRI … Possible actions • Has balanced gender representation at the senior leadership level. • Use an affirmative action process to ensure a balanced gender representation at the senior leadership level. • Proactively promotes and recruits for gender equality at senior leadership positions. • Designates leadership responsibility for the gender equality portfolio. • Commits to ensuring gender equality is integrated in operational plans. • Ensure senior leadership are engaged in, and lead, gender equality work. • Identify designated leadership responsibility for gender equality, linked to the NHRI strategy and work plan. • Ensure appropriate capacity and capability to implement the gender equality strategy. 36