Capacity development within NHRIs When asked about the gender-based capacity development opportunities NHRIs provide for internal staff, six NHRIs indicated that they don’t (yet) provide any opportunities. The remaining 19 NHRIs identified good practices in the following areas: • The provision of online and face-to-face gender specific capacity development activities – including inviting external experts to contribute. • Support for staff and commissioners to attend external, including international, gender capacity development opportunities. • Support for mainstreaming gender into all NHRI functions and technical areas – including on-the-job training and mentoring. • Affirmative action opportunities for women – eg leadership development and career path development. • Gender-specific capacity-building included in action plans with related budget allocation. • Making gender capacity development activities mandatory. • Including gender equality as part of induction and orientation of new staff and interns. • Integrating capacity development intersectionality, into development areas such as gender and climate justice, gender and indigenous rights, gender and human rights defenders. What NHRIs are doing well to progress gender equality. Survey respondents were asked to identify one aspect where their NHRI was doing well to progress gender equality. The word cloud below captures a selective but expansive range of internal and externally-facing activities undertaken by NHRIs. The most prevalent activities were externally facing capacity building gender-based programmes, ensuring equitable participation of women, protecting gender-based discrimination and human Gender Baseline Assessment of NHRIs in the Asia Pacific region – July 2024 32