Part-time workers cannot benefit. The policy framework in place within the FPA does not facilitate teleworking arrangements for public sector employees, which makes Mexico an unusual case in the OECD. And as the SFP does not collect information on the numbers of unionised and non-unionised workers and the differences in rules that regulate their working conditions, it is difficult to determine how many FPA employees actually benefit from work-life balance measures and what those are. Proactive measures such as gender-equality hiring and promotion targets are increasingly being used (see Table 5.2). The country is currently stepping up efforts to implement policies and programmes to improve gender equality across the FPA. For example, the Institutional Culture Programme developed by INMUJERES is designed to encourage all public institutions to undertake gender equality self-assessments - on issues like equal opportunity practices in hiring, time use by gender, capacity-building opportunities and sexual harassment-and to draw up action plans to integrate the gender perspective into personnel management processes.