A/HRC/45/4 Secretariat, with nationals from 121 countries on its staff, and through efforts to include more staff from underrepresented nations. 14. The managed mobility framework was placed on hold in January 2018 and recruitment decisions under ST/AI/2010/3 have been delegated to the High Commissioner from 1 January 2019.6 In accordance with existing policies and practices, affirmative action on the part of OHCHR to improve geographical diversity has included engagement with hiring managers, focusing on the recruitment of staff from unrepresented and underrepresented countries. In terms of gender parity, for positions at the P-5 and higher levels, the selection of a candidate other than female must be approved outside the High Commissioner’s delegated authority. 15. OHCHR has established a workforce planning group in which matters of geographical diversity and gender parity are discussed at the senior leadership level. Temporary job openings are managed and opened in response to normal workforce fluctuations, and the High Commissioner endeavours to use the selection of temporary staff members to increase the diversity of the Office. However, selections for temporary positions are time-bound and are not considered in the Secretariat reporting of geographical diversity or gender parity. 16. OHCHR continues to pay special attention to the issue of balance between female and male staff members at all levels, an area in which determination and concerted effort have already brought about an improvement towards the achievement of gender parity. As at 30 June 2020, the level of representation of women had increased to 38 per cent of staff at the senior levels at OHCHR (P-5 to D-2), while that of men increased to 41 per cent of OHCHR staff at the P-1 to P-4 levels. OHCHR is fully committed to the Secretary-General’s systemwide strategy on gender parity and has developed a gender parity action plan in line with that strategy. IV. Conclusion 17. In addition to compliance with directives from the Secretary-General, and in the absence of a Secretariat-managed mobility system, the High Commissioner is examining the demographic profile of the Office and will utilize her delegation of authority to achieve, to the broadest extent possible, the geographical diversity of her staff necessary to reflect the people it serves. 6 4 As prescribed in ST/SGB/2019/2.