Case Study: Independent Commission for Human Rights (ICHR), Palestine The Independent Commission for Human Rights (ICHR) in Palestine integrated gender equality into its broader organisational and human rights work rather than treating it as a separate programme area. Working in an extremely unstable and conflict-affected environment across Gaza and the West Bank, ICHR recognised that its strategic and operational planning needed to remain flexible and responsive to rapidly changing realities. ICHR began its institutional gender work with a participatory gender audit in 2018, using an approach aligned with International Labour Organization (ILO) methodology. External gender experts reviewed the organisation’s policies, systems, structures and practices and developed recommendations for institutional reform. These recommendations were incorporated into a monitoring matrix and reviewed every six months to track progress and accountability. ICHR reported that by January 2026, around 90% of the recommendations had been fully implemented. In 2020, ICHR developed a Gender Action Plan choosing to mainstream gender equality, disability inclusion and the rights of marginalised groups across all NHRI priorities and thematic work. The Commission introduced several practical reforms following the audit. These included appointing a gender focal point, strengthening staff gender training, developing a comprehensive sexual harassment policy, extending maternity and paternity leave provisions, and improving data collection through sex, disability and age disaggregation. The proportion of women in leadership and across the organisation also increased over time. ICHR also integrated gender considerations into its external human rights work, including documentation and advocacy relating to Palestinian women during the conflict in Gaza. This included submissions to UN Special Rapporteurs, research on violence against women detainees, and advocacy on reproductive rights violations during conflict. A second gender audit was later initiated to measure the ICHR’s progress. Future priorities included strengthening gender planning, gender budgeting, monitoring and accountability systems across the organisation. Key lessons from ICHR Palestine 1. Gender equality can be mainstreamed across all NHRI priorities rather than treated as a separate programme area. 2. A participatory gender audit provides a strong foundation for NHRI reform. 3. External expertise can strengthen analysis, credibility and follow-through. 4. Regular monitoring of audit recommendations helps maintain accountability and momentum. 5. A dedicated gender focal point can strengthen coordination and leadership, but ownership must remain organisation-wide. 6. Staff training and broad institutional involvement are essential for building ownership and cultural change. 7. Gender equality work must remain adaptable in fragile and conflict-affected settings. Staff wellbeing and psychological support are important components of NHRI sustainability. Gender Strategy Toolkit 2026 75