所面临的挑战是，既要解决妇女申请人数较少的问题，特别是申请外地办事处专业及以上职类高级员额的人数较少的问题，同时也要改进妇女的内部职业发展。为应对这一挑战，本次级方案侧重于两个战略领域，以确保努力实行性别均等，将其作为积极主动获取人才和管理人才的一个基本要素。
The challenge was to address the lower number of applications from women, in particular for senior posts in the Professional and higher categories in field offices, while also enhancing internal career progression for women. To address the challenge, the subprogramme focused on two strategic areas to ensure that gender parity was being pursued as an essential element in proactive talent acquisition and talent management.