Using a twin-track approach to gender equality Advancing gender equality in an NHRI requires a ‘twin-track’ approach – involving both gender mainstreaming and gender specialisation initiatives. Gender mainstreaming involves embedding a gender perspective across all areas of the NHRI’s work, including policies, practices, planning, data collection, budgeting, monitoring, and reporting. It ensures that the NHRI regularly considers how its actions impact different genders and takes steps to promote equality in every activity. Mainstreaming is about making gender considerations a core responsibility of all staff and units, not a task limited to a specific department or team. Gender specialisation complements this by focusing activities and resources on issues that affect certain genders, particularly women and gender-diverse people. This may include establishing specific units or focal points for gender, conducting targeted research, initiating projects that directly address gender-based violence or discrimination, or advocating for legal and policy reforms. Specialisation allows for in-depth expertise, sustained focus, and tailored responses to complex gender issues. These two approaches complement each other. Incorporating gender in the NHRI’s organisationwide strategic plan Many NHRIs have an organisation-wide strategic plan. This may also be called other names such as, a Long-term Plan, or a Statement of Intent. This is the high-level document that outlines an NHRI’s vision, long-term goals, priorities, and the broad approaches it will take to achieve them over a set period – typically three to five years. In addition to developing a gender strategy, an NHRI should ensure its work advances gender equality by either incorporating gender as a strategic priority in its organisation-wide strategic plan, or mainstreaming gender alongside its other priorities. For example: • Climate change is the priority: What are the gender dimensions? What is the impact on women, girls and gender diverse people? What would applying a gender lens to climate change mean for an NHRI? What data should be collected / reported? • Migrant workers is the priority: What is the situation for female migrants? Are there incidences of gender-based violence? What is the situation with regard to access to economic, social and cultural rights? Are there incidences of female worker exploitation? Are gender minorities legally vulnerable? A gender-responsive strategic plan strengthens an NHRI’s ability to address systemic discrimination by making gender equality a deliberate and visible priority across its mandates. Gender Strategy Toolkit 2026 18