rights violations, reporting gender-based issues and making recommendations in national and international forums, having a gender focal point/divisions within their NHRI and mainstreaming gender into their operations and environment. Actions NHRIs could take to improve their efforts. NHRIs were also asked to identify one action their NHRI could take to improve their efforts to progress gender equality. The following areas were identified: 1. Monitor the NHRI’s performance and develop and implement a comprehensive gender mainstreaming strategy, including all relevant components. 2. Appoint a Commissioner responsible for gender equality as principal expert and advisor and to support that with staffing and budget and a policy that provides a clear framework for i) addressing gender disparities, ii) promoting inclusivity across all organisational activities, and iii) ensuring that gender equality is systematically integrated into operations and advocacy efforts. 3. Ensure that gender equality is seen and reflected in corporate documents and policies. 4. Improve the provision of gender focused training and awareness programmes by: • providing regular events focus on generic matters and focused issues (such as violence against women, women migrant workers, sexual harassment and discrimination, promoting sexual and reproductive health, gender and climate justice etc), • making internal training mandatory, • accessing experts, partnering with civil societies and other institutions/partners, • seeking additional funding opportunities. 5. Strengthen the mainstreaming of gender in planning, execution and reporting across all functions and activities by: • developing and actioning gender-sensitive processes and techniques, • collaborating across often siloed work of offices, • integration of gender perspectives across all areas of the NHRI. 6. Mainstream gender into all human resource policies and practices (such as recruitment, induction programmes, codes of conduct, performance assessments) and develop specific gender-related policies and practices (such as parental leave, breast feeding, sexual harassment, and equal pay). Follow this with regular internal awareness raising at all levels. 7. Ensure an organisation-wide approach toward the integration of systems and inclusive culture for gender-diverse workers. Gender Baseline Assessment of NHRIs in the Asia Pacific region – July 2024 33