text: station, expenses relating tospecial education granttravel should bereimbursed uptothecostoftwotripsperannum between theeducational institution andthedutystation, (d)Inveryexceptional circumstances, andatthediscretion ofthe executive head,travelexpenses mightalsobereimbursed forthe person accompanying adisabled child, (e)Expenses forspecial equipment required fortherehabilitation ofadisabled childbereimbursed, ifnototherwise covered underhealthinsurance, uptoamaximum of$US1,000perannum, (f)Thelimitforthereimbursement ofmedical expenses incurred on account ofadisabled childofastaffmemberbeincreased in thecaseofstaffmembers covered underappendix Eoftheunited Nations StaffRules; (g)Transportation costsuptotwicethereimbursement madefor normalgrouptransportation arrangements mightbereimbursed for localtransportation required fordisabled children. Education grant 191 Afterreviewing theissuesraised bytheGeneral Assembly, and considering therelevant decisions madeinthepastbyitandits predecessor bodies, theCommission decides: ....iI ~(a) (b) (c)Toreaffirm theposition takenbytheCommission atits sixteenth session andreported totheGeneral Assembly inits eighthannualreportthattherewouldappeartobenoneedto makeanychanges in~hecriteria forapplication ofthe educational grantatthepresent time,including itsapplication touniversity-level study, Toconfirm thattheCommission isalsoofthe0plnlon thatthe practice ofrecognizing post-secondary institutions outside the homecountry orthecountry ofthedutystation isstill justified; Toreiterate itsearlier viewthattheeducation grantshould continue tobeanexpatriate benefit tobegranted onlytothose withexpatriate status, withtheexception ofthosenationals returning totheirhomecountry following anassignment elsewhere whoareallowed toclaimthegrantforthebalance of aschoolyear,notexceeding onefullyear• -x-245Special measures fortherecruitment ofwomen TheCommission considers that: (a)Whilespecial recruitment measures areessential ineffectingsignificant changeinthestatusofprofessional womenintheorganizations, thesuccess ofsuchmeasures islargely dependentontheextenttowhichtheinstitutional andattitudinal climateoftheorganizations couldalsobetransformed, (b)Theorganizations shouldnotethestatistical dataprovided bytheorganizations, whichindicate thatthereappears tobeabarrier totheadvancement ofwomenbeyondtheP-4level,thattwothirdsoftheProfessional womenworkinoccupations thatprovide support services tothesubstantive programmes oftheorganizations, andthatthevastmajority ofthosewomencomefromonlytworegions oftheworld, (c)Theorganizations shouldtakeintoaccount thepriority thatshouldbegiventorecruitment atseniorlevels, impress uponGOvernments theircommitment totheprinciple ofemploying morewomen,especially forsuchhigh-level posts,andworkcloselywiththemtodevelop betterrecruitment sources forthatpurpose, (d)Thetwomajorpolicyobjectives ofachieving amoreequitablegeographical distribution andofrecruiting moreProfessionalwomenarenotincompatible, provided determined efforts al:emadetoexpandtherecruitment sources towhichtheorganizationshaveaccess, (e)Theorganizations shouldberecommended toconvene ameeting oftheheadsofrecruitment todiscuss commonprospectionprocedures andstrategies; (f)Theorganizations shouldbroaden theirsupplyofwomencandidates fromunrepresented andunderrepresented MemberStatesbyactively exploring recruitment sources suchasnationalwomen's bureaux, alumnae ofmajoruniversities, non-governmentalorganizations, national officers, formerrecipients of fell~~ships, associate experts andUnitedNations volunteers, (g)Theorganizations shouldmakeeveryefforttoexpandtheirsupplyofwomencandidates forsubstantive postsinoccupationsnotusually identified asfieldsofworkforwomenbysendingobservers tomeetings ofprofessional associations, contactinguniversities, selecting womenforshort-term consultancies andrequesting Governments todesignate morewomenfortechnicalworking groupsandadvisory bodies, (h)Theneedinparticular tostrengthen thepresence ofProfessional womenintechnical co-operation programmes shouldbestressed, given,ontheonehand,thedirect impactofsuchprogrammes onwomenindevelopment and,ontheother,theverylowpercentage ofwomeninproject posts, -xi-I. I•~--_.~--- Themostobvious wayofeffecting behavioural changeisthroughtraining andorganizations shouldintroduce sensitizing coursesforallstaffthatpointoutandvalidate genderdifferencesalongthelinesoftheself-assessment training moduledescribedinthesecretariat's studYJ(i)~~ •••---o-----;:""~~~~~~,~?-:-::-~-~.C'}jf".'''"''''''~.;l,.,-,---.i.·_h~~.:;z-~~ :;:::~.:..=.:.._ 1245(continued) ~ :1 1 .1 I "',1 :1
analysis: The text appears to be discussing various benefits and measures related to the employment and development of staff members in the United Nations. The focus is on education, employment, and recruitment of women, with a mention of medical expenses and special equipment required for the rehabilitation of disabled children. The text also touches on the importance of training and sensitizing courses for staff to promote behavioral change.