CASE STUDY: WORKING TOWARDS GENDER EQUALITY IN NHRIS

Gender equality in hiring is a human resources objective for NHRIs. NHRIs should model diversity: Human resources research suggests that women are less prone to engage in questionable conduct and are less likely to engage in corrupt practices – a key consideration for the legitimacy and credibility of NHRIs generally. Women also tend to be skilled in obtaining information through verbal questioning, may be seen as less threatening.

NHRIs should recruit women actively, and temporary special measures (sometimes called affirmative action) are a useful and, in most countries, a lawful strategy to identify and fill positions within the organisation by making selected positions open only to female applicants. Some NHRIs use these strategies with success. However, they rarely address concerns of inadequate female representation in more senior ranks, and can create “backlash” among resentful male colleagues if not handled properly.

It is not uncommon in developing countries to find that NHRIs encounter difficulties in achieving gender equity in the recruitment process and that not enough women apply for or are deemed qualified for many positions. One innovative strategy recommended by a human resources firm working with an NHRI in Southeast Asia is a “Women in Development Program” The NHRI can post advertisements of positions under “Women in Development Program” with modified selection criteria to increase the likelihood of women applying.

Under this program, women “are recruited into core, non-administrative roles and selected using modi"ed selection criteria. Once selected, these women are placed on probation while undergoing training and development which is also open to their male counterparts. Women who are deemed competent for promotion after training and after on the job assessments can fill the position on a permanent basis.

- Adapted from recommendations made by Global Justice Solutions in the context of an NHRI in Southeast Asia.