NHRI Guidelines for Mainstreaming the Human Rights of Women and Girls into Our Everyday Work • Medium-term outcomes usually measure the actions that people have taken as a result of the program or strategy. • Long-term outcomes usually measure changes in overall conditions as a result of the program or strategy. An example of an NHRI’s gender mainstreaming outcomes could be: • Short-term outcome: Within [3-6 months] there is general awareness of gender equality across the NHRI and specific commitments have been made to apply this understanding to the NHRI’s culture and operations. • Medium-term outcome: By [6-12 months], specific actions toward gender mainstreaming have been undertaken at all levels of the NHRI, with positive results as reported by # focus groups of staff and NHRI members. • Long-term outcome: After [2 years], the culture and operations of the NHRI have improved against the baseline gender audit, as shown by the indicators and tools used in the baseline audit. Once the outcomes have been agreed, it is important to know whether and how well they are being achieved. One way to do this is by using indicators. Indicators are specific, observable and measurable pointers that enable the NHRI to measure progress toward the outcome. There are two main types of indicators: quantitative and qualitative. The indicators will also be gender sensitive. That is, for these Guidelines, they will measure changes for women compared to men. Gender-sensitive quantitative indicators will measure things that can be counted, such as: • Comparisons of gender in senior positions at the NHRI • Comparisons of pay levels of various gender groupings • Budget specifically tagged for gender equality work • Whether gender-specific polices exist • Whether gender disaggregated data is collected. Data for quantitative indicators can be found by reviewing an NHRI’s documentation: performance documents and reports; budgetary decision-making and allocations; relevant policy and operational documents; human resource policies, practices and data. Surveys are also useful tools for accessing quantitative information. Gender-sensitive qualitative indicators will measure people’s experiences, opinions, judgements or viewpoints, such as staff feedback about: • Gender representation in senior positions at the NHRI • Adequacy of the budget tagged for gender equality work • Their own understanding about gender mainstreaming and their confidence to apply it to their work • How valued they feel within the organisation as a result of their gender identity. Data for qualitative indicators can be measured through comments on anonymous and confidential staff surveys, interviews, focus groups, workshops and other participatory tools. Both types of indicators have their strengths and weaknesses. Quantitative indicators produce data that is easy to measure and compare but do not give in-depth information. Qualitative indicators provide in-depth information, but this information is more difficult to measure and compare. It is ideal to use a combination of both. 24