NHRI Guidelines for Mainstreaming the Human Rights of Women and Girls into Our Everyday Work 2.3. PLANNING AND DESIGNING A GENDER MAINSTREAMING STRATEGY PLANNING & DESIGN • Step 1: Review the current situation • Step 2: Agree the desired outcomes • Step 3: Develop the gender mainstreaming plan EVALUATION • Measure and report on the achievement of outcomes IMPLEMENTATION • Carry out the gender mainstreaming plan • Review/monitor It is essential to allocate time, effort and resources in order to design an effective gender mainstreaming strategy. This stage can often be rushed because organisations are impatient to take action. However, if the NHRI gets this stage right then it will set a strong foundation for achieving genuine and sustainable outcomes. Key people within the institution should be closely involved in planning, implementing and reporting on the strategy. This could involve a cross-organisation team established for this purpose, a focal point/unit or some other mechanism that is appropriate to the NHRI’s context and that ensures institution-wide ownership of the strategy and its outcomes. The NHRI may also invite the participation of key external stakeholders and gender experts13 with experience in strategic planning. This could involve an external advisory group or through a more informal process. The gender mainstreaming strategy must be linked with the NHRI’s broader strategic plan to ensure that gender is considered and integrated across all institutional work and processes. Whatever method is decided by the NHRI to develop the strategy, it is important to include the perspectives and insights of: • Those who experience human rights issues as a result of their gender identity (rights holders) • Those who have the structural mandate and responsibility to promote and protect the rights of all staff and who make decisions about how the NHRI will undertake its external work, such as Commissioners and senior leaders (duty bearers) • Those who help inform and influence the NHRIs priorities and decisions, such as managers, researchers, policy and data analysts, communications staff, educators, complaints staff and investigators (influencers). 18