29E.10 日内瓦办事处继续酌情将性别平等视角纳入业务活动、应交付产出和成果。2019 年，日内瓦办事处实施了一项挑战，以创建创新的、由工作人员主导的解决方案，通过促进性别平等的征聘和扩大候选人库，帮助推进性别平等。解决办法包括重新设计招聘过程各要素，包括外联、职务说明和申请表，以吸引更多女性候选人。2019 年，日内瓦办事处还对 2017 年关于办事处工作人员对性别平等的看法的调查开展了后续工作。这是作为国际性别平等倡议者的办事处主任所作承诺的一部分，以确保包容性工作环境和组织文化，使所有人都能平等和充分地做出贡献。此外，对本组织实现性别均等目标的进展情况进行了密切监测，每项甄选建议都包括对该决定对日内瓦办事处性别均等影响的解释。此外，日内瓦办事处的性别平等问题协调人就工作人员甄选决定向主任提供咨询意见，并参加中央审查机构的所有会议。
29E.10 The Office continues to integrate a gender perspective into its operational activities, deliverables and results, as appropriate. In 2019, the Office implemented a challenge to create innovative, staff-led solutions that help advance gender equality through gender-responsive recruitment and a widened candidates pool. Solutions involved redesigning elements of the recruitment process, including outreach, job descriptions and application forms, to attract more female candidates. In 2019, the Office also conducted a follow-up to the 2017 survey on staff perceptions about gender equality at the Office. This was part of the commitment made by the Director-General of the Office, an International Gender Champion, to ensure an inclusive working environme nt and organizational culture in which all can contribute equally and fully. In addition, progress towards the Organization’s target to achieve gender parity is closely monitored and each selection recommendation includes an explanation of the decision’s impact on the gender parity of the Office. Moreover, the Office’s gender focal points advise the Director-General on staff selection decisions and participate in all meetings of the central review bodies.