EMBs have a responsibility to ensure that in their internal and external activities they reflect the gender composition of society. Elements of this responsibility may be defined in electoral law, such as ensuring that political parties nominate at least the specified levels of women candidates as required by law. Some may be taken on by the EMB as a social campaign, such as the EMB in Indonesia in 2004 returning party candidate lists for reconsideration where they did not meet the recommended (but not enforceable) 30 per cent women candidate quota. It is good practice for EMBs to promote equity by advocating that gender balance measures be included in electoral legislation, and by including such measures in their own regulations or codes of conduct.

Ensuring that there is gender balance in its own personnel and activities, whether or not required by electoral legislation or government policy, will promote EMB credibility and allow it to fully tap available resources for its membership, professional and support staff, permanent and temporary or ad hoc staff, consultants, and advisers. For example, in 2004, two of the five EMB members in Cambodia were women, as were two of the five members in Jamaica, five of the nine members in Latvia, and two of the five members in South Africa. It is equally important to ensure that women are represented fully throughout all levels of the EMB secretariat, and in its temporary election staff – as polling station managers, as well as polling station staff. The EMB needs to provide a good example on gender balance issues in all its activities. Some essential considerations are ensuring gender balance in the invitees and participants at workshops and seminars organized by the EMB, and the inclusion of gender-based issues in training and voter education programme content. This not only promotes the participation of women in political life, but enables the EMB to communicate more effectively with and respond to the needs of all of society.