6. Guiding questions for institutional self-assessment The following guiding questions for institutional self-assessment are intended as a starting point for assessing how the justice sector promotes gender equality and integrates a gender perspective. They outline the kinds of data that would need to be gathered and processed, and what some steps for improvement could be. They are not an exhaustive set of questions, and should be developed and adapted for any context.* Questions to be addressed Examples of data to be collected and analysed Examples of steps for improvement Are the constitution and national laws in conformity with international and regional human rights obligations, including as regards gender equality? Identify which international and regional human rights instruments have been ratified by the state Ratify international and regional human rights instruments Identify which laws do not conform to international and regional human rights obligations Disseminate information on new/reformed laws, and ensure understanding and compliance Do individuals and bodies within the justice sector have appropriate knowledge of their role in ensuring their country fulfils its gender equality commitments and strategies? Percentage of judicial and legal professionals (including judges and prosecutors) and court administrators who have completed gender training (disaggregate by sex, position, seniority, location and other relevant factors) Deliver gender training and sensitization/awareness-raising programmes, and evaluate such programmes Amend all discriminatory laws Update terms of reference for all staff and bodies with support of ministries responsible for gender Other key resources to support gender assessment of a justice system include UNODC (2010) “Gender in the criminal justice assessment tool”, New York: United Nations; M. Bastick (2011) Gender Self-Assessment Guide for the Police, Armed Forces and Justice Sector, Geneva: DCAF. See also OSCE/ODIHR (2019) “Gender, diversity and justice: Overview and recommendations”, Warsaw: OSCE/ODIHR. Introduce or review a gender policy or gender action plan Do equal opportunities exist within the institution for recruitment, promotion and remuneration? Percentage of judicial and legal professionals and court administrators in the institution and at each level of seniority who are male, female and trans (disaggregated) Number of work-based crèche/ care facilities, flexitime and/ or home-based work policies (where possible), and equal and paid maternity and paternity leave provisions Gender-disaggregated data on staff turnover and retention Gender-disaggregated data on remuneration Introduce and ensure compliance with non-discrimination policies, ensuring everyone has equality of opportunity Introduce crèche/care facilities, flexitime and/or home-based work policies (where possible) Image: Walk against domestic violence and commemoration of International Day for the Elimination of Violence Against Women in Chaguanas, Trinidad & Tobago, 19 November 2008 © Center for Women’s Global Leadership.