However, their non-binding nature seems to give the FPA little incentive to genuinely implement them or monitor their effectiveness. In other words, while FPA institutions increasingly develop action plans to promote gender balance, they do so separately from mainstream human resource management processes and do not make them compulsory. Similarly, the SFP reports that, although the Protocol for the Prevention, Treatment and Punishment of Bullying and Sexual Harassment sets out managerial accountability mechanisms, there should be more such mechanisms for general, personal and institutional accountability to enforce gender equality.16 There is also a need for more general implementation of measures to empower women in the FPA.