1.2.2. Gender specialisation Gender mainstreaming efforts complement, but do not replace, the need for targeted, specialised policies and programs. Experience at both the international and national levels has confirmed that even with the best intentioned mainstreaming strategy in place, issues of concern to specific groups may be minimised or ignored without specialist, focused attention. In some situations, different treatment is necessary to enable a specific group to achieve equality with others. These positive actions are called ‘special measures’ or ‘affirmative action’. While these Guidelines are focused on a gender mainstreaming approach, it is important for NHRIs to recognise that achieving gender equality is also reliant on interventions that specifically focus on those who experience the most serious gender-based human rights violations and on those who perpetuate these violations. 1.3. WHY GENDER MAINSTREAMING IS IMPORTANT FOR NHRIs NHRIs are responsible for promoting and protecting human rights. Promotion is about advocating for the full enjoyment of all the human rights of all people. Protection is about preventing human rights violations or the continuation of human rights violations. NHRIs are required by the Paris Principles to demonstrate the principle of pluralism11. In other words, the membership of the NHRI, its board and its staff should broadly reflect the society. In the case of gender, this means ensuring there is a gender balance as a minimum. It may also mean having a larger percentage of women as a special measure towards achieving gender equality. In addition to gender mainstreaming being the right thing to do, a gender mainstreaming approach benefits an NHRI’s operations and outcomes in several ways. 1. An NHRI that ‘walks its ’talk’, that does what it says others should do, will be respected and valued. The reputation of the NHRI will be enhanced. 2. An NHRI that values equality, where genders are represented equitably and are treated fairly and equally, will have staff who engage more and work harder. The NHRI will perform better. 3. Having diverse perspectives on a board and among staff contributes positively to an NHRI’s decision-making processes, activities and culture. The decisions and activities of the NHRI will be more informed. 4. Having people in the organisation who understand and reflect an ‘insider perspective’ or ‘lived experience’ of an issue the NHRI is working on will gain more external support and credibility. The NHRI will be more trusted. Section 1: An introduction to gender mainstreaming and the human rights of women and girls | 11