text: those two categories and yet the Secretariat had not adopted any "active recruitment policy" in pursuance of resolution 35/210 to improve its representation. The participation of the Bahamas in international affairs since 1973 was adequate testimony to the fact that there was no shortage of qualified / ... A/C.5/39/SR.26 English Page 4 (Mr. Hepburn, Bahamas) male and female nationals in his country whom recruitment efforts by the Secretary­ General should by now have been able to identify. There were gross imbalances among and within regions not only with regard to representation at the senior and policy-formulating levels but also with regard to the distribution of male and female staff at each level. The limited number of posts available at the higher levels showed clearly what must be done to achieve equity regionally, intra-regionally and between male and female staff. More specifically, there might now be a greater need for regional consultations with the Secretary-General to correct imbalances between the various regions which were particularly marked at the Under-Secretary-General and Assistant Secretary-General levels, and the statistics in tables C (b) and 6 in document A/39/453 provided some basis for specific corrective action by the Secretary-General. 7. While the proposal for a new career development system appeared to contain all the basic components identifiea over the years as essential for an effective system of career development and recruitment, there was no provision for a clearly defined procedure to ensure timely communication, review and feedback with regard to responses to vacancies and career opportunities by staff and Member States. Furthermore, the problems identified in the JIU report on competitive examinations (A/39/483) and the staff report (A/C.5/39/23) showed clearly what the new system must achieve by 1987. In that connection, his delegation could accept JIU recommendat1on No. 5 provided that, by 1987, the new career development system had 
analysis: The text appears to be discussing the representation of staff at the United Nations, specifically the lack of representation from certain regions and countries. It also touches on the topic of career development and recruitment. The language used is formal and bureaucratic, suggesting a focus on organizational management and policy.