Case Study: The National Human Rights Commission Nepal (NHRC Nepal) The National Human Rights Commission Nepal (NHRC Nepal) strengthened its approach to gender equality and social inclusion (GESI) through a staged process linked to its broader human rights mandate. Operating in line with the Paris Principles, the Commission progressively integrated GESI into its policies, structures, staffing and organisational systems. The process began with gender assessments and a gender audit, which informed the inclusion of women’s rights and marginalised groups within the Commission’s Strategic Plan 2021–2026. NHRC Nepal also developed a Gender Equality and Social Inclusion Policy to guide implementation. To support this work, the Commission established a GESI Division, gender focal officers and grievance handling mechanisms. It introduced practical workplace reforms including inclusive recruitment, internship programmes, flexible work arrangements, maternity and paternity leave provisions, childcare facilities and inclusive staff transfer policies. NHRC Nepal also strengthened partnerships with the National Women Commission, civil society organisations and UN reporting processes. Staff capability development was treated as an ongoing priority through gender sensitisation and specialist training on issues such as SRHR, GBV, CEDAW and unconscious bias. In 2024, NHRC Nepal hosted the International Conference on Gender Inclusion in NHRIs in Kathmandu, resulting in the Kathmandu Declaration and Plan of Action. The Commission identified the development of a formal Gender Strategy and Action Plan as the next step in strengthening and coordinating its institutional GESI work. Key lessons from NHRC Nepal 1. Institutional change is strengthened when gender equality is approached as a staged organisational process rather than a stand-alone activity. 2. Gender assessments and audits provide an evidence base for planning and prioritisation. 3. Dedicated structures, focal points and grievance mechanisms help strengthen coordination and accountability. 4. Practical workplace reforms are important for embedding inclusion into organisational culture and practice. 5. Ongoing staff capability development supports sustained gender mainstreaming. 6. Partnerships with external institutions, civil society and regional networks strengthen implementation and learning. 7. Gender equality work should be progressively integrated into broader strategic planning and institutional systems. Gender Strategy Toolkit 2026 74