Section 3 of the Guidelines provides more information about developing gender mainstreaming indicators for an NHRI’s internal culture and operations and its external work. It is good practice to determine these outcomes and indicators as an NHRI-wide activity. That way the outcomes will be pertinent to the NHRI’s context and will be owned by the NHRI members. The gender audit may already have involved the NHRI in these discussions. If that hasn’t happened, the gender mainstreaming team could facilitate an activity that enables all people in the NHRI to contribute their thinking about what the organisation would be like if gender equality was achieved and how that would be measured. Plan and design a gender mainstreaming strategy STEP 3: DEVELOP THE GENDER MAINSTREAMING PLAN Now that the NHRI knows its current situation and recommendations for change (through the gender audit) and, as a result of that, knows what it wants to achieve (its outcomes and related indicators), the third step involves developing the gender mainstreaming plan. This will involve deciding how to achieve the outcomes and how to measure progress toward them. The plan will outline all the things that need to happen: how, when, with whom and with what resources. It is a good idea to allow enough, but not too much, time for the life of the plan. Most actions in the plan should be achieved within a 12 to 18-month period. There are many models for developing an action plan and the NHRI may well have a model that it already uses. In general, the components of the plan will include: Outcomes • As discussed above, and indicators that will be used to measure progress toward the outcomes. Outputs/actions • The interventions required to address the recommendations from the gender audit report and reach the outcomes • Monitoring and evaluation plan • Communications plan. Inputs/resources • Lead personnel responsible for the activities • Others who will be involved in the activity and clarity about the role they will play • Timeframes for progress checks and completion of milestones • Non-personnel resources, such as finances, documentation, data capture systems and processes, support systems, communications mechanisms, materials and equipment. It is the gender mainstreaming team’s role to develop the gender mainstreaming plan. However, it does this alongside the NHRI’s senior leadership and ensures the involvement of the key focus groups – those affected, those with the duty to promote and protect gender rights and those who influence and inform. OUTPUT A gender mainstreaming plan that is strategic, based on hard evidence, appropriate to the NHRI’s context, has broad ownership across the NHRI, has clear outcomes and related indicators, and identifies what is required for it to be successfully implemented and evaluated. Section 2: Developing an NHRI gender mainstreaming strategy | 25