ASIA PACIFIC FORUM OF NATIONAL HUMAN RIGHTS INSTITUTIONS Figure 4: Gender balance of APF staff among members Senior staff 9 5 3 Junior staff 6 5 6 3 3 1 Vast majority men More men than women 'Gender equitable range' More women than men 1 Vast majority women Source: APF Member Survey 2015 (one member did not provide usuable data Members outside this range fall on both sides, with either an over-representation of women and men. While this representation may be slightly distorted for smaller institutions, the ideal position would be for the majority of APF members to fall within the “gender equitable range” (41-60% women). The APF Capacity Assessment program frequently includes recommendations related to gender issues. Of the 11 NHRIs to report this year on their implementation, five had received recommendations specifically on gender. Those recommendations principally addressed the position of women within the NHRI. Beyond the requirement for pluralism under the Paris Principles, difficulties can arise for women alleging discrimination and human rights violations where a shortage of qualified women staff results in an NHRI not being able to provide appropriate services to women victims in an appropriate manner. Of the four NHRIs that received recommendations on gender representation among members and staff, three reported progress in implementing the recommendation. Another NHRI received a recommendation on developing a gender policy which it reported had been implemented fully. 3. Gender integration in the APF secretariat In June 2014, the APF commissioned an independent report on how the secretariat could work towards the progressive realisation of integrating and mainstreaming gender equality into the internal operations of the APF secretariat. To date, six of the 12 recommendations have been completed. These include integrating gender in the APF’s strategic plan; developing monitoring indicators and measures; recording gender disaggregated data; identifying gender expenditure; and annual reporting. Action has commenced on the remaining six recommendations. The seven staff members of the APF secretariat include one female and one male at senior management level and two females and three males at other levels. The Deputy Director of the APF secretariat also acts as the APF Gender Focal Point. APF expenditure on gender integration and activities specific to the rights of women and girls accounted for 13% of total APF expenditure in 2014–15. This is the first time that gender-specific expenditure has been identified. We have to get our own house in order first and then we can take these messages out to the rest of the world … The data is clear: those organisations that have better gender diversity, particularly at the senior levels, perform better. ELIZABETH BRODERICK SEX DISCRIMINATION COMMISSIONER, AUSTRALIAN HUMAN RIGHTS COMMISSION SOURCE: APF INTERVIEW, APRIL 2015 24