Part of our Everyday Work NHRI Guidelines for Mainstreaming SOGISC Work 3. NHRIs’ internal work Often the first place to begin integrating a focus on SOGISC human rights is within an NHRI itself, through leadership from the NHRI’s governing body and management. This section considers three specific areas of an NHRI’s internal work, drawing on examples from this region. These areas are: • Sensitisation training • Strategic planning and • Employment and Human Resource practices It then concludes by reiterating the importance of NHRIs standing up for the universality of human rights, by recognising the human rights of LGBTI people. 3.1. SENSITISATION TRAINING NHRI Commissioners and staff have been exposed to the same prejudices and stereotypes about LGBTI people as the wider community, and are likely to lack accurate information. Internal sensitisation training can address these gaps in human rights awareness. If it involves collaboration with local NGOs, it can build trust and strengthen the working relationship with organisations working on LGBTI issues. The APF has developed a training programme to assist Commissioners and staff from NHRIs with new information, strategies and partnerships to bolster their work to promote and protect the rights of LGBTI people. It involves four weeks’ online learning, followed by a five-day workshop where participants develop an action plan that will be presented to decision makers within their respective NHRIs. Importantly, representatives from civil society organisations actively working on these human rights issues also take part in the programme. Many of the proposed actions involve NGOs working with their NHRI back home to run sensitisation training for staff on SOGISC human rights. So far, the APF course has been conducted at the sub-regional level, in South Asia, South East Asia and the Pacific. Watch some of the participants talk about what they gained from this course at: www.youtube.com/watch ?v=m5guF4UWykU&feature=youtu.be. “In order to educate people to eradicate discrimination against LGBTQ people, NHRI staff must have knowledge on SOGISC first.” “Definitely I learnt more things from here because in my life this is a new issue for me.” “When I participated here I came to know very bad story of this community which really shocked me.” “It’s up to the NHRI and the NGOs to work together, to start advocacy programmes.” APF/UNDP SOGISC course participants from Nepal, Bangladesh, Malaysia and Myanmar NHRIs EXAMPLE In February 2017, at the request of the Australian Human Rights Commission (AHRC), the APF conducted a one day SOGISC workshop encouraging AHRC staff to identify practical ways to ensure that issues for LGBTI people are considered across all parts of the AHRC’s regular work programme. This included a specific discussion with Commissioners highlighting developments at the international level, and a session with complaint handling staff on responding to issues of workplace discrimination and harassment that transgender people face. Read more at: www.asiapacificforum.net/news/making-lgbti-rights-part-everyday-work/. 9