Section 3: Gender mainstreaming in an NHRI By engaging with this section, NHRIs will know what gender mainstreaming could involve as it relates to their: • culture and internal operations • external work. The work practices of NHRIs directly relate to their capacity to effectively integrate gender and the rights of women and girls. For example, the way in which an NHRI’s complaint handling procedure is structured, or the way in which monitoring is undertaken, can determine whether or not particular issues, such as reproductive rights or violations against particular groups, such as migrant domestic workers, are brought to its attention. The way in which the NHRI develops its work program and organises its reporting can also have an effect on the integration of gender and the human rights of women and girls.21 But what does this mean in practice? What would a gender-mainstreamed organisation be like? What would it need to consider? What would demonstrate that the NHRI considers, values and favours equally the diverse behaviours, aspirations, priorities and experiences of women and men? At a high level, there are three enabling factors that interact to drive a gender mainstreaming strategy. Where any of these factors are weak, they will prevent or slow down the gender mainstreaming process.22 Capability and Capacity Systems Commitment and leadership 33