76 SURVEY RESULTS 69% of NHRIs report integrating gender perspectives into planning and programming, and considering the impact of programmes and activities on gender equality. In terms of specific activities: 71% integrated gender perspectives into staff training. 42% consulted their gender department, division or focal point consistently when planning and developing projects. 40% integrated gender sensitivity training into staff training. (NHRIs were permitted to check more than one option.) Those NHRIs not involved in gender mainstreaming were likely to be in states with another specialized institution on equality/ gender equality, in addition to the NHRI. HANDBOOK FOR NHRIs ON WOMEN’S RIGHTS AND GENDER EQUALITY 7.3 GENDER MAINSTREAMING Gender mainstreaming is as important internally to NHRIs as it is to external programming. This requires the consideration of both women’s and men’s experiences at all levels and stages. It extends to decisionmaking, policy and programme development. There are many terms used for this process: gender mainstreaming, gender integration or gender-relevancy assessments. In all cases, however, it involves the integration of gender perspectives throughout all programmes and activities, with the goal of achieving gender equality. A number of gender-mainstreaming tools are listed in Annex 3. Questions to consider ? How are gender considerations analysed and integrated into the planning process throughout the organization? ? When an organization is planning a new programme or activity, are the organization’s internal gender focal points consulted? ? What strategies are in place to ensure that gender considerations are consistently integrated into the NHRI’s work on an ongoing basis? ? How are the equality and rights perspectives of vulnerable women integrated into the NHRIs work? ? How is gender mainstreaming evaluated within the NHRIs?