3. Organisation culture and practice A gender mainstreamed NHRI … Possible actions • Has staff/NHRI members who understand gender mainstreaming and can apply a gender perspective to their work. • Facilitate internal capability building on gender equality and gender mainstreaming through the provision of a gender mainstreaming education programs, targeted resources and mentoring. • Demonstrates awareness, attitudes and behaviours that reflect a practical understanding of gender equality, gender stereotypes and unconscious bias. • Has an organisational culture, language and physical environment that reflect gender equality. • Demonstrates gender awareness and sensitivity in its values, structures, systems, processes and relations of power. • Has a reputation for integrity, inclusivity and competence on gender issues among leaders in the field of gender and development. • Facilitate creative ways to gauge staff/NHRI member views about the dominant attitudes, behaviours, language, physical environment etc of the NHRI. • Facilitate organisation-wide dialogue about how staff/ NHRI members experience the current culture and what they would like the ideal culture to be. Decide how to acknowledge actions that are consistent with it and take the appropriate actions when actions are inconsistent. • Develop a gender equality code of practice that is owned across the organisation and to which personal commitments can be made, starting with, and modelled by, leadership. 4. Human resource management/policies and procedures A gender mainstreamed NHRI … Possible actions • Has policies and procedures about gender equality, including equal employment opportunity, sexual harassment and domestic violence.25 • Review all policies to ensure gender considerations are included. • Ensures gender considerations are included in all human resource management policies and practices, including recruitment, job descriptions, induction programmes, code of conduct, performance assessments, professional development, staff support systems, leave allocations (including family and parental leave), complaints processes, remuneration levels, promotion and retention. • Review all staff and consultant job descriptions and build in actions for gender mainstreaming. • Includes gender equality as a measure in performance assessments. • Carry out an annual anonymous survey on sexual harassment that includes all NHRI members and staff. • Collects and reports on gender disaggregated data with regards to internal processes and employees. • Develop specific gender-related policies. • Provide gender equality and gender mainstreaming education as part of the preparatory/induction program for new NHRI members and staff. • Include gender awareness as a criterion when evaluating staff performance. • Has a gender balance across the organisation, including all functions and at all levels. • Has personnel who understand gender mainstreaming and can apply a gender perspective to their work. Section 3: Gender mainstreaming in an NHRI | 37