text: ~I! ~ ,1 - I 1, !----:---.f d op ld t ~n1(elTheorganizations should berecommended toconvene ameeting oftheheadsofrecruitment todiscuss commonprospect ionprocedures andstrategies; (j)Theorganizations shouldavailthemselves ofthepotential offeredthrough in-service training andensurethatwomen's concerns wereadequatelyreflected insuchtraining programmes.(h)Theneedinparticular tostrengthen thepresence ofProfessional womenintechnical co-operation programmes should bestressed, given, ontheonehand,thedirect impactofsuchprogrammes onwomenindevelopment and,ontheother, theverylowpercentage ofwomeninproject posts;to (f)Theorganizations should broaden theirsupplyofwomencandidates fromunrepresented andunderrepresented MemberStates byactively exploring recruitmentsources suchasnational women's bureaux, alumnae ofmajoruniversities,non-governmental organizations, national officers, formerrecipients offellowships, associate experts andUnitedNations volunteers;(c)Theorganizations shouldtakeintoaccount thepriority thatshould begiventorecruitment atseniorlevels, impress uponGovernments theircommitmenttheprinciple ofemploying morewomen,especially forsuchhigh-level posts, andworkclosely withthemtodevelop betterrecruitment sources forthatpurpose; (d)Thetwomajorpolicyobjectives ofachieving amoreequitablegeog£aphical distribution andofrecruiting moreProfessional womenwerenotincompatible, provided determined efforts weremadetoexpandtherecruitmentsources towhichtheorganizations hadaccess;(b)Theorganizations shouldnotethestatistical dataprovided bytheorganizations, whichindicated thatthereappeared tobeabarrier totheadvancement ofwomenbeyondtheP-4level;thattwothirdsoftheProfessionalwomenworkedinoccupations thatprovided support services tothesubstantiveprogrammes oftheorganizations; andthatthevastmajority ofthosewomencamefromonlytworegions oftheworld;(a)Whilespecial recruitment measures wereessential ineffectingsignificant changeinthestatusofProfessional womenintheorganizations, thesuccess ofsuchmeasures waslargely dependent ontheextenttowhichtheinstitutional andattitudinal climate oftheorganizations couldalsobetransformed; (i)Themostobvious wayofeffecting behavioural change wasthrough trainingandorganizations shouldintroduce sensitizing courses forallstaffthatwouldpointoutandvalidate genderdifferences alongthelinesoftheself-assessmenttraining moduledescribed inthesecretariat's study;(g)Theorganizations should makeeveryefforttoexpandtheirsupplyofwomencandidates forsubstantive postsinoccupations notusually identified asfieldsofworkforwomenbysending observers tomeetings ofprofessionalassociations, contacting universities, selecting womenforshort-term consultancieaandrequesting Governments todesignate morewomenfortechnical working groups andadvisory bodies;edallthe swerevery zation. sand zations had otbelieve ofthe 1posts. In ealproblem some le toredress s.FICSA in ing recommended etforwomen Promotion ibution of establish izations mentof 'eIs,which .ive the agenda. The aviewto sineachdocuments ontained toincrease eliness of 1985. The450female 150Member he much ganizatio ns ent thecombined 246.TheCommission further recommended thatallorganizations thathadnotalreadydonesoshould berequested toestablish abody,comprised ofrepresentatives or I-59-JI5:- •bothstaffandmanagement, tosetgoalsfortheadvancement ofwomenstaff,develop timetables, formulate action programmes andmonitor progress. Suchbodiesshould focustheirefforts oneachoftheareassetoutbelowtotheextenttheywere applicable andtheorganizations should bereauested toidentify thosemanagers who weretobeheldaccountable forimplementation: (a)Recruitment (i)Strengthening contacts withMemberStates, identification ofrecruitment sources, establishment oftargets forshort-lists, preparation of recruitment literature andfielding ofdynamic recruitment missions with theparticipation ofsenior management; (ii)Establishing quantitative, geographical andoccupational targets forthe recruitment ofwomenatlevelP-5andabove,aswellastargets fortheir promotion tothoselevels; (iii)Establishing quantitative, geographical andoccupational targets furthe recruitment ofwomenatlevelsp-ltoP~4; (iv)Setting targets fortherecruitment ofwomenexperts andconsultants in technical co-operation programmes anddevelopment projects;
analysis: The text appears to be focused on promoting the advancement of women in international organizations, specifically in terms of recruitment, training, and career development. It highlights the need for organizations to take concrete actions to increase the representation of women in senior-level positions and to address the barriers that prevent women from advancing in their careers. The text also emphasizes the importance of transforming the institutional and attitudinal climate of organizations to support the advancement of women.