Indicator Baseline What will tell you how well you are progressing toward your outcome? Current Situation Target Data Source To be achieved Where will you over 5 years of get your MEAL data? the strategy Data Method Responsibility How will you collect your data? Time Reporting When will you monitor / evaluate? Who will report, when to whom? Human Resource Manager Monitor – every 6 months Evaluate annually HRM to Gender Focal Point 6 monthly Gender Focal Point Monitor – every 6 months Evaluate annually GFP to Board / SLT, Annual Gender Strat Report Gender Focal Point Monitor – every 6 months Evaluate annually GFP to Board / SLT, Annual Gender Strategy Report Who is responsible for the indicator. Outcome 4.1: Policies and processes are gender-responsive % of NHRI policies and processes reviewed for genderresponsiveness May be included in your Gender Audit data / or 0% 33% reviewed each year until Yr 3 – 100% Human Resource Team Review of policy review documents Existence of a gender mainstreaming checklist / tool applied consistently. May be included in your Gender Audit data // or No checklist Yr 1 – tool developed Yr 2 – capacity development on use Yr 3 – used consistently Staff attending capacity develop Usage reports from HODs / Spot checks Collate data from capacity develop & usage reports and spot checks. Staff Survey Selected staff qualitative feedback Yr 1 – baseline established May be Proportion of Yr 2 – 40% included in staff who report increase on your Gender confidence in baseline Audit data // or applying gender Yr 3 – 60% equality standards No baseline set increase on baseline Outcome 4.2: Programmes and services advance gender equality % of programmes / projects that evidence the inclusion of a gender lens. Extent to which programme outcomes demonstrate positive gender equality impact. % of monitoring and evaluation frameworks that include gender-sensitive indicators Outcome 4.3: NHRI culture and practices foster gender inclusion and equitable outcomes Staff perception survey results on inclusivity, respect, and gender equality in the workplace. % of staff (including leadership) completing gender equality and inclusion training Number of genderrelated complaints and % resolved Gender Strategy Toolkit 2026 57