Indicators 3.1 Has gender equality policies and procedures including, but not limited to, equal employment opportunity, equal pay, sexual harassment, and domestic violence. 3.2 Gender considerations are included in all human resource management policies and practices, including, but not limited to - 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, and staff travel. 3.3 Gender equality is a measure in performance assessments. 3.4 Gender disaggregated data is collected and reported on with regard to internal processes and employees. 3.5 A gender balance across the organisation, including functions and levels. 3.6 Affirmative action is practiced where there is not a gender balance. Most NHRIs have gender-related human resource management policies such as sexual harassment and anti-discrimination, special family-related leave, extended lunch hours etc particularly for new and/or breastfeeding mothers. Two NHRIs extend child-related leave allocations to fathers and other care-givers. Others include gender in the organisation’s Code of Conduct. Gender equality is also a component of induction and capacity development programmes in several NHRIs. It is less common for NHRIs to gender mainstream more generic human resource management policies such as recruitment, position descriptions, performance assessments, remuneration levels, and promotion and retention. One NHRI indicated that gender is not considered in its human resource management policies and practices, while 84% (21 NHRIs ) said that gender is considered most, or all, of the time. NHRIs report on gender disaggregated numbers with regard to internal processes and employees, but few do this consistently. Gender composition data is reported under GBA Area 1 above. 4. Internal gender expertise, capacity Indicators 4.1 NHRI personnel understand gender mainstreaming and specialisation and can apply a gender perspective to their work. 4.2 Focused gender expertise on staff. 4.3 Opportunities provided to increase gender expertise, competence and capacity. While most NHRIs have formal or informal gender specialists, not all personnel across NHRIs apply a gender perspective to their work. The document review showed that, while there appears Gender Baseline Assessment of NHRIs in the Asia Pacific region – July 2024 10