The following two sections identify the key areas of an NHRI’s internal and external operations and
highlight some of the factors that would demonstrate that a gender mainstreaming strategy has been
successfully planned and implemented.
3.1. GENDER MAINSTREAMING THE CULTURE AND INTERNAL
OPERATIONS OF AN NHRI24
As the Guidelines have discussed, gender mainstreaming is not just an ‘add-on’ activity. It requires a
systematic and strategic approach that involves:
• An assessment of the NHRI to understand how well gender equality is integrated into all functions,
roles and divisions and at all levels
• Developing a plan to increase the NHRIs commitment to gender equality
• Executing, monitoring, evaluating and reporting on that plan.
Implementing a gender mainstreaming strategy within an NHRI takes commitment, time and resources.
There are seven areas of an NHRI’s internal operations where gender mainstreaming may apply.
These areas will intersect with each other and may vary according to the NHRI priorities.
2.
1.
Senior staff
leadership/
management
Governance and
strategic planning
7.
3.
Monitoring
and reporting
Culture and
internal
operations
gender
mainstreamed
Organisation
culture and practice
4.
6.
Funding and
resourcing
5.
Human resource
management/
policies and
procedures
Organisation
structure
Section 3: Gender mainstreaming in an NHRI | 35