We have not so far mentioned gender sensitivity as one of the values that should be reflected in a human rights organisation. It should be that if the various values that we have outlined are respected in an organisation then gender sensitivity will follow automatically.

But it isn't usually that simple.

Gender - or the social relationship between the sexes - is not the only potential source of discrimination, prejudice or mistreatment in a human rights organisation.

There may also be tensions arising from class, or social or ethnic origin. These are no less important.

Gender is an especially important issue to address, however, because it is one that is likely to crop up in any human rights organisation. It has particular dimensions that are different from, for example, relations between social classes (for example, the problem of sexual harassment) and the lessons derived from addressing gender issues can often be applied to some of these other issues.

List three things that a human rights organisation should do to be sensitive on gender issues.

Here are some suggestions for what you may have had on your list:

• affirmative action on employment in the organisation;
• adoption of an equal opportunities policy;
• enabling women to participate in discussions/decisions;

• policy on sexual harassment;
• addressing women's human rights issues;
• non-stereotyping in activities.

Affirmative action

It is important that there are women working for the organisation - and not just performing 'traditional' women's roles such as answering the telephones and cleaning.

This may require adopting affirmative action. For example, if two or more candidates are equally well qualified for a job, and one is a woman, then the woman will be appointed. Or a positive effort is made to put women on shortlists for interview, even if they be less well formally qualified.

Equal opportunities

An equal opportunities policy may include affirmative action on employment, but it will go further than that.

It will be likely to include measures such as provision of maternity leave and an allowance for child care - removing obstacles towards women playing a full part in the life of the organisation.

An equal opportunities policy will include training programmes within the organisation and the development of career plans to encourage women's advancement.

Enabling women to participate

This should be part of any equal opportunities policy. It is important that it becomes part of the culture of a human rights organisation to enable and encourage women staff and members to take part in discussions on important issues.

One important way of achieving this is through well-organised meetings. The purpose of any discussion should be clearly defined and it should be firmly chaired.

This will stop the floor being dominated by those who simply love the sound of their own voice and encourage those who may be more timid about expressing their views.

In some circumstances it may even be appropriate to have separate preparatory discussions involving only women staff. This can help women to become clearer in their views and more confident about expressing them.

It is important that the leadership of the organisation gives a clear direction on this issue. It should encourage contributions to discussions and not patronise participants.

This approach can help broaden participation by all staff members, not only women.

Policy on sexual harassment

Sexual harassment is a problem in many workplaces - to a far greater degree than is often recognised. Human rights organisations, unfortunately, are not excluded from this.

It is important that the issue is addressed in general terms before a particular instance arises. Partly this is because a clear position on the issue can make it less likely that incidents will occur.

But also, the formulation of clear guidelines will pre-empt the frequent excuse by harassers that there was no clear line between friendliness and harassment.

There should in any event be a clear disciplinary procedure within an organisation. Cases of sexual harassment should be subject to this process.

Once again the signals sent out by the leadership of the organisation will be important.

Women's rights

This might seem too obvious to need stating. However, if an organisation is committed to addressing the human rights of women in the world outside, it is more likely to respect them internally (although the process is not automatic).

The effect is to make women staff feel that issues affecting them are taken seriously. This can also educate male staff on women's issues and gender sensitivity.

Non-stereotyping in activities

If working on women's human rights is to have the desired effect inside the organisation, it is important that the division of labour does not follow gender stereotypes.

This applies to everything from who cleans the kitchen to who participates in research or campaigning activities. If 'women's issues' are only addressed by women staff, then the men in the organisation will not learn much from them.

Conversely, if women are isolated in a ghetto of women's issues - justified by progressive-sounding rhetoric - then their voice will not be adequately heard on other important issues.