Facilitating an NHRI Gender Audit 2. NHRI’s culture and How well does the NHRI: practice 2.1 have an organisational culture, language and physical environment that reflect gender equality? 2.2 demonstrate awareness, attitudes and behaviours that reflect a practical understanding of gender equality, gender stereotypes and unconscious bias? 2.3 demonstrate gender awareness and sensitivity in its values, structures, systems, processes and relations of power? 2.4 have a reputation for integrity, inclusivity and competence on gender issues among leaders in the field of gender equality? 3. Policies, procedures How well does the NHRI: and practices 3.1 have policies and procedures about gender equality, including equal employment opportunity, sexual harassment and domestic violence? 3.2 ensure gender considerations are included in all human resource management policies and practices, including recruitment, job descriptions, induction programmes, codes of conduct, performance assessments, professional development, staff support systems, leave allocations (including family and parental leave), complaints processes, remuneration levels, promotion and retention, staff travel etc? 3.3 include gender equality as a measure in performance assessments? 3.4 collect and report on gender-disaggregated data with regards to internal processes and employees? 3.5 have a gender balance across the organisation, including all functions and at all levels? 3.6 practice affirmative action where there is not a gender balance? 3.7 have personnel who understand gender mainstreaming and can apply a gender perspective to their work? 4. Internal gender Does the NHRI: expertise, competency and capacity 4.1 have Commissioners/Ombudspersons and staff who understand gender mainstreaming and can apply a gender perspective to their work? 4.2 have gender expertise on staff? 23