A/HRC/7/78 page 9 Taking note also of the report of the United Nations High Commissioner for Human Rights on the composition of the staff of the Office of the United Nations High Commissioner for Human Rights (A/HRC/7/57), Taking note further of the reports of the Joint Inspection Unit on the follow-up to the management review of the Office of the United Nations High Commissioner for Human Rights (A/59/65-E/2004/48 and Add.1) and on the funding and staffing of the Office of the United Nations High Commissioner for Human Rights (JIU/REP/2007/8), Bearing in mind that an imbalance in the composition of the staff could diminish the effectiveness of the work of the Office of the High Commissioner if it is perceived to be culturally biased and unrepresentative of the United Nations as a whole, Reaffirming the importance of continuing the ongoing efforts to address the imbalance regarding the regional representation of the staff of the Office of the High Commissioner, Underlining that the paramount consideration for employing staff at every level is the need for the highest standards of efficiency, competence and integrity, and taking into account Article 101, paragraph 3, of the Charter of the United Nations, expressing its conviction that this objective is compatible with the principle of equitable geographical distribution, Reaffirming that the Fifth Committee is the appropriate Main Committee of the General Assembly entrusted with responsibilities for administrative and budgetary matters, 1. Takes note with interest of the statement made by the High Commissioner in her report that achieving geographical balance in the staff of the Office of the United Nations High Commissioner for Human Rights will remain one of her priorities, and requests the High Commissioner and her successors to undertake all measures needed to redress the current imbalance in geographical distribution of the staff of the Office of the High Commissioner; 2. Takes note of the various measures proposed and already taken to address the imbalance in geographical distribution of the staff, while stressing that the imbalance in geographical distribution is still prominent; 3. Also takes note of the commitment of the High Commissioner to develop additional measures to improve the geographical balance of the Office of the High Commissioner, as stated in the conclusion of her report; 4. Requests future High Commissioners to continue enhancing the ongoing efforts in the fulfilment of the goal of a geographical balance in the composition of the staff of the Office; 5. Underlines the importance of continuing promoting geographical diversity in the recruitment of high-level and Professional posts, including senior managers, as a principle of the staffing policies of the Office of the High Commissioner;