A/HRC/27/18 Resources Management to hold another round of the examination, now called the Young Professionals Programme, in 2014. This should also assist in the recruitment of young professionals from States that are unrepresented and underrepresented in the Secretariat. 15. While seeking to improve further its geographical distribution, OHCHR will continue 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 success. As at 31 December 2013, women accounted for 54.6 per cent of all Professional and above staff at OHCHR. 16. Similarly, OHCHR will continue its commitment to meet the goals and obligations placed upon it under the system of desirable ranges mandated by the General Assembly. This is reflected in the departmental target relating to the recruitment of nationals from unrepresented and underrepresented Member States established in the Secretariat Human Resources Scorecard and in the High Commissioner’s Compact. At the time of submission of the present report, the percentage of recruitments from unrepresented and underrepresented Member States and Member States at risk of becoming underrepresented compared with all geographical appointments in OHCHR, excluding P-2 posts, was 50 per cent, which is encouraging, given that the Secretariat target is 20 per cent for such recruitments. IV. Conclusion 17. The implementation and results to date of the High Commissioner’s procedures and framework to improve geographical diversity reflect the priority that the High Commissioner continues to give to this issue. Noticeable and sustained progress has been achieved in increasing the geographical diversity of OHCHR staff through these measures. The Office remains attentive to the need to maintain emphasis on the broadest possible geographical diversity of its staff, and will continue its efforts in this regard. 5