o Making influence to the decision makers to implement gender equality policies. Praising the relevant decision makers when achievements are made by each section and incorporating such achievements into the annual report. o Conducting formal awareness programmes on gender within the institution. Printing booklet of gender policies of the institutions and distributing it among all the members. o Adopting strategies such as the ones in which there is a numerical representation of both men and women from higher levels of decision making up to the lower levels as a policy.  Eg. Preventing situations in which all members of a decision making committee, director board or an interview board are male and appointing a sufficient number female senior officers into them. Incorporating into the policies of the institution the fact that it is compulsory to include such a ratio of men and women into every committee mentioned above. o Providing opportunities to women to get promotions to the higher level of the job encouraging them for it, providing benefits to them and evaluating such women.  Eg. Providing advice to junior officers through senior officers in a formal manner (mentoring) providing opportunities to build up informal networks, exchange the relevant information within the institution in an open manner. o Paying attention to the family responsibilities of the employees of the institution and creating a suitable environment which enables the members who have families in which there are small children to do their activities in the institution in a balanced manner. (Eg: Allowing employees to attend to office work from their homes, introducing flexible working hours and division of work in a flexible manner.) o Introducing policies against sexual abuse in the institution and establishing a suitable mechanism to administer justice to victims of such cases. o Being sensitive to gender in preparing advertisements, handouts and in carrying out other propaganda activities. (Eg: Displaying photos of both men and women, not restricting men and women in traditional roles and displaying gender neutral or balanced photos or messages.) o Being essentially more sensitive in activities such as the recruitment of persons to the institution, division of responsibilities, awarding promotions and evaluation, providing training, providing allowances and benefits, communication, providing facilities to employees (leave, washrooms, dining places and other facilities) and the selection of persons for representing the institution. o A sufficient representation of both men and women is essential in the formulation, implementation, observation and evaluation of the laws, policies, plans and projects of the institution and in enjoying their benefit. Source: International Labour Organization (2005) 69