94 HANDBOOK FOR NHRIs ON WOMEN’S RIGHTS AND GENDER EQUALITY In terms of NHRI senior management, it appears that women are well represented across the OSCE region as a whole, with approximately 20 per cent more women than men (the representation of men and women in individual NHRIs varies widely). At the same time, women tend to be clustered in administrative positions, as is the case in virtually all areas of the public sector. It should be stressed that governments are encouraged to pay special attention to ensuring a gender balance in their procedures for nominating NHRI leaders, given that, at the time of the ODIHR survey, 70 per cent of current office holders were men, and 73 per cent of previous office holders were also men. Internal gender-responsive budgeting The number of NHRIs that use gender-responsive budgeting in tracking their own spending roughly corresponds to the number of NHRIs that advocate for gender-responsive approaches to national budgeting. As noted earlier, this is an area for both internal capacity building and for the provision of training at the national level. Human resources It is imperative that NHRIs have internal policies based on gender equality principles. Parental leave policies are generally adequate across NHRIs in the OSCE region, with a few exceptions. The majority fall within the one – to two-year range of leave for persons with parental responsibilities. Flexible hours and work-at-home arrangements were not the subject of the ODIHR survey, but are important strategies for ensuring that women and men with parental and/ or caretaking responsibilities can meet their family obligations and maintain their work productivity. Temporary measures to support the promotion of qualified women in workplaces where there are gender imbalances can assist in achieving gender equality within NHRIs. With respect to training, the principal gap appears to be the gender sensitivity training within NHRIs, which was undertaken in only 9 per cent of cases. It should be noted that 29 per cent of NHRIs do not train their staff on the substantive law of women’s rights and gender equality or on the treatment of