第一，为了解决在申请人中，特别是在申请外地办事处和艰苦工作地点职位的人中妇女人数较少的问题，本次级方案在工作中侧重于征聘，为此设立了一个工作组来制定新的外联举措，其中包括启动一系列网播研讨会，介绍毒品和犯罪问题办公室的工作和征聘过程。这些研讨会安排在不同时区举行，以便世界各地的妇女能够参加。此外，还努力与特定的妇女组织建立新的伙伴关系，以更广泛地传播有关空缺的消息。通过具体平台和社交媒体开展了进一步的外联活动。引入了一个申请情况监测制度，如果 P-3 或以上职等岗位空缺在截止日之前两周时女性申请者比例不到 30%，就会向征聘管理人强调指出这一情况，并提供有针对性的解决办法，以进一步提高这些职位在潜在女性候选人中的能见度。
First, to address the low number of women in the applicant pool, in particular in field offices and hardship dut y stations, the subprogramme focused its efforts on recruitment by establishing a working group to develop new outreach initiatives, including the launch of a series of webinars explaining the work of UNODC and the recruitment process, which were scheduled at different times to allow women around the world to participate. In addition, efforts were made to build new partnerships with specific women’s organizations in order to advertise vacancies more widely. Further outreach was conducted through specific pl atforms and social media. An application monitoring system was introduced whereby job openings at the P-3 level or higher for which the proportion of female applicants was less than 30 per cent two weeks before the deadline were highlighted to hiring managers, and targeted solutions were offered to further promote their visibility among potential female candidates.