however, in some NHRIs with a gender focal point, it was reported that gender work can be ghettoised becoming the sole responsibility of the focal points with less engagement from across the NHRI. Gender focal points also struggled with a lack of dedicated resourcing and/or mandate. 2. Organisation culture and practice Indicators 2.1 Organisational culture, language and environment reflects gender equality. 2.2 Gender equality included in values, structures, systems and processes. 2.3 Gender considered in the budget process and in the allocation of funding and resources. NHRIs appear to do better at the provision of externally facing work than gender mainstreaming their internal structures, decision-making processes, culture, practice and capacity development. Of the 25 survey respondents, one NHRI indicated that gender is not considered in its values, structures, systems and processes, while 76.19% (16) said that gender is considered most, or all, of the time. The document review of 24 NHRIs showed that only 29.17% of NHRIs provided evidence of gender consideration in its values, structures, systems and processes. This difference between these findings could be due to the difficulty NHRIs may have to demonstrate organisation culture and practice in public documents. Given that, interviewees also identified gaps between intention and delivery. While they noted that a gender policy may exist in an NHRI, they indicated that is not always translated into culture and practice. One NHRI interviewed had undertaken an independently facilitated gender audit resulting in recommendations and a gender action plan and is working on actioning those. Others NHRIs indicated that they regularly review polices to ensure they are gender mainstreamed. While NHRIs have formal or informal gender specialists, it was noted that not all personnel understand, or recognise, that their role requires the mainstreaming of gender. Several NHRIs interviewed mentioned the difficulty and challenge of changing mindsets and of building a culture of being deliberate about factoring gender into all aspects of a NHRIs activity. The consideration of gender in the budget process and in the allocation of funding and resources was one of the least achieved indicators. It was given the lowest weighted average score of 2.79 (out of a possible 4.0) by survey respondents. The document review found that gender based resourcing was reported by two (8%) NHRIs only - also the lowest rated indicator. On this basis interviewees were asked specific questions about gender-based resourcing. They concurred that this is a little understood and challenging area. 3. Human resource management, policies and procedures Gender Baseline Assessment of NHRIs in the Asia Pacific region – July 2024 9