Thank you, Mr Chair.

I have the honor to deliver this statement on behalf of the 10 Member States of the Association of Southeast Asian Nations (ASEAN) on agenda item 139: Human Resources Management (HRM). ASEAN aligns itself with the statement made by Uganda on behalf of the Group of 77 and China. We would also like to thank Ms. Martha Helena Lopez, Assistant Secretary-General for Human Resources of the Department of Management, Strategy, Policy and Compliance (DMSPC) of the United Nations and Mr. Amjad Al-Kumaim, Chair of the Advisory Committee on Administrative and Budgetary Questions (ACABQ), for introducing their respective reports.

Mr. Chair, ASEAN acknowledges the work of the secretariat, in particular its updates on the implementation of the Staff Selection 2.0 programme since its adoption during the 77^th First resumed session in March 2023. In addition to that, we would also like to highlight a few important points:

• First, ASEAN looks forward to further discussions on the new approach to staff selection covering all phases of the recruitment process, including implementation plans and timelines, as well as information on additional resources, which may be required.
• We note the update on the staff workforce as presented in the Secretary General’s (SG’s) report on the Composition of the Secretariat and Staff Demographics. ASEAN agrees that the staff composition of the Secretariat should reflect a diverse workforce, which encompasses a variety of perspectives. In this regard, ASEAN welcomes increased diversity on staff composition in order to strengthen the performance of the organization. We hope to see further progress on this matter.
• In particular, ASEAN fully supports the secretariat’s continued efforts to improve equitable geographical representation of the United Nations staff, especially from un- and under- represented Member States, as well as the Secretary General’s leadership to improve gender parity at all levels both within the UN Headquarters and in the field. 
• Second, ASEAN looks forward to receiving updates on measures being made to strengthen rejuvenation of the UN. We also encourage initiatives to foster a culture of staff mobility and accelerate the mobility process in the secretariat. A strategic workforce planning across the organization could be useful to facilitate effective response to current and future challenges of all stages of staff recruitment and retention.
• ASEAN also notes the SG’s proposal on G to P, which highlights, among others, the proposed removal of barriers for staff in the General Service (GS) and related categories as well as at levels 3 to 5 in the Field Service category to fill the positions in the P-category.
• We are open to discussions on this proposal, including with regard to the Young Professionals Programme (YPP). We agree that an expanded talent pool would be beneficial in strengthening the secretariat’s efforts to promote geographical representation and gender parity.
• Third, on the amendments to staff regulations and rules, ASEAN supports a “simplified and streamlined” human resources policy framework, which can substantially contribute towards the enhancement of the efficiency and effectiveness of the UN and its staff in delivering the Organization’s mandate.
• Mr. Chair, needless to say, the reporting of all this information is more crucial than ever. As such, we welcome the development of the online workforce portal as part of the secretariat’s reporting tool to provide Member States with updated information on the developments and progress regarding the operational aspects of the organization.
• Fourth, as regards to ethics and disciplinary matters, ASEAN notes the ongoing efforts of the Secretariat to promote a culture of ethics, integrity, transparency and accountability within the organization, including efforts on prevention and protection from retaliation. We reiterate the importance of accountability and welcome the “victim-centered approach” to dealing with cases of misconduct, in particular sexual harassment and sexual exploitation and abuse (SEA), to which there should be zero tolerance in order to promote trust and accountability within the UN-wide system.
• To this end, we acknowledge the progress made to address disciplinary cases within the organization, as stated in the SG’s report in A/78/603, including an outline of various cases, which were completed and/or disposed through disciplinary measures to improve case management. We support having an administrative framework in disciplinary matters, including an analysis of the cases received and the process to address/resolve these cases.

In closing, ASEAN looks forward to hearing updates on the initiatives and efforts by the Secretary-General to address the above issues. We hope that the Committee will have productive discussions towards securing the best policies for managing the human resources of the organization.  I, thank you, Mr. Chair.