Example The Commission on Human Rights of the Philippines conducted a Participatory Gender Audit in 2018, it also uses the Gender Mainstreaming Evaluation Framework (GMEF) tool pursuant to the Magna Carta of Women which looks at Gender Mainstreaming in government agencies by looking at the following areas: Policy, Enabling Environment, People, and Programs and Activities. The self-administration of the checklist allows the Commission to identify the gaps and areas in need of improvement to forward gender mainstreaming. 1.1 Identify NHRI leadership to support the strategy development A gender strategy affects the NHRI as a whole, so leadership support is essential. Strong leadership helps ensure the strategy is taken seriously, owned by the NHRI, properly resourced and connected to the NHRI’s broader priorities and systems. It is useful to identify designated leaders to guide and support the process. Ideally, this should include a representative of the Board or Commission and a member of the Senior Executive Team. 1.2 Obtain organisational commitment Once leadership support is identified, organisational endorsement should be obtained. This confirms support for the strategy development process and signals that staff time, funding and other resources may be required. Each NHRI will have its own governance processes, so approval should follow normal decisionmaking procedures. At this stage, leadership may provide support in principle and request more detail later. This is standard. 1.3 Establish a Gender Strategy Development Team While leadership provides direction, a Gender Strategy Development Team (GSDT) will coordinate the development process. The role of the GSDT is to: Gender Strategy Toolkit 2026 • Coordinate the process • Manage timelines and inputs • Ensure participation across the NHRI • Use evidence to identify priorities 21