I think you have to have several layers for compliance. Its never enough simply to have a legislative mechanism; that's ultimate, but you have to create incentives so that people want to comply.
What I found to be quite useful when you're working on gender is to align it within a change management perspective and to see either the champion or a person who is one of the leaders as one of the people promoting various types of change management, and that gender takes a lead in it. Then I find that, quite often, it works very well and is more accepted.
I also think we need to have it in job descriptions, because if it's in your job description, you're going to need to do it. That's one of the gaps that have been there. A few people have it in their job description. If you're a policy analyst, this is one of the things you do. If you're something else, this is one of the things you do. Your contribution to the task is important simply because it's part of your job. You need to build those in.