81 7 ORGANIZING NHRIs TO ACHIEVE WOMEN’S RIGHTS AND GENDER EQUALITY Questions to consider Parental Leave Policies ? Does the NHRI have parental leave policies to ensure that new parents receive adequate time for childcare? (For example, on average, NHRIs in the OSCE region offer between one and two years of leave to parents of young children/new parents.) ? Are other mechanisms in place designed to ensure that parental leave is a viable option? (For example, by ensuring that parents on leave continue to receive their salary or a significant portion of their salary.) ? Are returning staff guaranteed their positions or equivalent positions when they return from parental leave? ? Does the NHRI have a policy to protect job-seekers from discrimination when they are expecting a child? Flexible Work Arrangements ? Does the institution offer flexible work arrangements to parents of young children/new parents and staff who are the primary caretakers of relatives requiring care at home? (For example, flexible hours and workat-home arrangements can accommodate these circumstances, while ensuring productivity and fairness to other employees.) Hiring and Promotion Policies ? How does the NHRI track the gender balance among its own staff, particularly senior staff? ? Are there policies in place to ensure equitable hiring practices and to promote the employment of qualified women? Example The Public Defender of Georgia has a Centre of Child and Women’s Rights, which offers specialized training for NHRI staff on gender-sensitivity issues, including sexual harassment.