PRIA’s vision of a desirable world is where relations across individuals, families, communities and nations are characterised by equity and justice. Besides socio- economic equity, PRIA believes in gender justice as a cornerstone of such relations. PRIA's mission directs it to work towards promotion of policies, institutions and capacities that strengthen the voice and participation of the poor and the marginalised in improving their socio-economic status through democratic governance in society. This is achieved through three broad strategies- capacity building, policy advocacy and knowledge building, which operate in an integrated and interlinked manner.

PRIA’s analysis of the existing situation of discrimination in society provides the basis for identifying the poor and marginalised, especially women. It believes that gender discrimination necessitates focusing upon changing women’s roles and status, as agents and leaders of change.One of PRIA's core values is therefore to mainstream gender justice and equality through analysis of and action on the surrounding social realities.This core value is integral to PRIA's vision and informs the organisation's interventions, into it's own policies, systems, structures, programme priorities and plans

Gender mainstreaming in the institutional development of PRIA has become an explicit Governing Board Policy, which is driven by PRIA’s long- standing concern about gender equity at the workplace. Recognising these events and adhering to its commitment to gender- justice, PRIA formed a Committee against Sexual Harassment (CASH) in December 1998. The decision to form a CASH was also in response to the Supreme Court guidelines passed two years prior, in 2001, which mandated such a committee be formed by all Indian organisations. It eventually evolved into the Committee on Gender Awareness and Mainstreaming in PRIA (CGAMP). The Committee has a well defined Terms of Reference which act as guidelines to its functioning.

PRIA’s commitment to gender-justice and equity works and can be defined at two levels– institutional and programmatic. This includes initiating gender mainstreaming within RSOs and partners.

(a) Institutional Level:
Staff Polices:
All staff policies, service rules and regulations of the organisation shall be gender sensitive. Periodic reviews of the same would be done through a gender lens to ensure that gender sensitivity is maintained. These policies would be in line with the government provisions.

Recruitment & Induction:
All interviews for staff recruitment in the organisation will have women represented on the interview panel. PRIA will have a gender sensitive recruitment policy where preference would be given to women candidates in appointments.
All new staff members joining the organisation shall be oriented to PRIA’s gender policy and the role and functions of CGAMP within the organisation.

Performance Reviews:
All performance review forms of individuals by self or supervisors/peers/subordinates will have indicators to assess gender sensitivity in the overall performance.
PRIA will be committed to creating and promoting a gender sensitive work environment within the organisation and its various branches/field offices. Towards achieving this goal, it would organise regular workshops/seminars and exposure to a variety of other inputs. All PRIA organised events/programmes, both internal and external, will have a gender component and address gender specific needs of the participants.

Sexual Harassment:
Through CGAMP, PRIA will also address complaints relating to sexual harassment made by staff members, guests, and participants to workshops etc. The organisation shall be responsible to set up structures where staff members may feel free to seek redressal of their complaints.

Documentation of Processes and Dissemination:
PRIA will also ensure a detailed documentation of all the processes related to the activities on the issue of gender within the organisation. These will be accessible to all those who wish to use the same to promote and strengthen gender equality within their work spheres. These will be reported in the PRIA Newsletter and Website regularly.

(b) Programmatic level:
PRIA will set up systems to ensure that gender equity forms an essential element of all project planning, implementation and monitoring with specific indicators to measure the progress that has taken place with respect to the same. All reports and evaluations will also include a specific focus on the gender component. Similar interventions will be ensured with RSOs and partners in order that their own programmatic interventions (those in collaboration with PRIA) are gender just and equitable. Gender audits and gender analysis will form a part of PRIA’s gender mainstreaming efforts.

In an attempt to focus on, address and integrate issues of gender equity within the organisation the CGAMP will play a key role in the mainstreaming of gender within the organisation.

The basic principles to be followed in mainstreaming gender will be:

• The establishment of adequate accountability mechanisms for monitoring of progress within the institution as well as programmatically.
• The identification of issues and problems within the organisation should focus on the gender differences and disparities wherever they exist.