Part of our Everyday Work NHRI Guidelines for Mainstreaming SOGISC Work 3.3. EMPLOYMENT AND HUMAN RESOURCE PRACTICES The Paris Principles are the UN General Assembly endorsed international standards for effective NHRIs. They are “the test of an institution’s legitimacy and credibility”.15 The Paris Principles require that an NHRI is independent, has a broad mandate that covers all internationally recognised human rights, and is pluralist in its Commissioners and staff composition. Pluralism means that an NHRI reflects the diversity of its society. A diverse decision-making and staff body helps a NHRI to understand and work effectively on human rights affecting the society in which it operates. Diversity and inclusion should be explicit in an NHRI’s governance documents and demonstrated in its employment practices. All Commissioners and staff should feel safe and able to participate fully and openly in the work environment. Non-discrimination policies and procedures should specifically include SO, GI and SC and other employment-related provisions should be inclusive of LGBTI people. It is important to regularly measure employee perceptions of safety, dignity, and inclusiveness at work. EXAMPLE The New Zealand Human Rights Commission sought accreditation by Standards New Zealand as a Rainbow-inclusive workplace, one that is safe, welcoming and inclusive for people of diverse gender identities and sexual orientations. The 12-month New Zealand Rainbow Standard/Rainbow Tick accreditation process involved Commissioners, managers and other staff. During that time SOGISC matters became visible – and an internal priority. People felt safe to ask questions and to explore what this meant to their roles and approaches. The accreditation process led to changes too, as the Commission: • amended outdated policies • introduced gender neutral bathroom facilities • improved the way it gathered data against SOGISC indicators • created a designated SOGISC section on its website, informed by external experts • included LGBTQI lived experience in job descriptions for relevant positions, and • included SOGISC issues in the 2016/2017 and 2017/2018 Business Plans, with an allocated budget and capacity. Sources: https://shop.standards.govt.nz/catalog/8200:2015(NZS)/scope and www.rainbowtick.co.nz/. “If our Commission does not have the appropriate internal capability, capacity and commitment, if it is not an inclusive workplace for LGBTIQ workers, how can it fulfil its mandate as an NHRI to progress SOGISC matters?” New Zealand NHRI participant on the APF/UNDP SOGISC course 11