MANAGEMENT the measures to be presented to the High Commissioner. • UN Human Rights in the Republic of Moldova conducted a Diversity Study to assess the diversity of UN national staff working in the country. Based on the results of the study, the UNCT identified major gaps in terms of diversity in the areas of ethnicity, age, language, geography and persons with disabilities and decided to re-establish a diversity task force to assess potential activities to increase diversity. • At a retreat of the Southern Africa Regional Office, in February, for staff and Heads of field presences in Southern Africa, a discussion was held on gender and diversity. A number of action points were agreed to, including the development of a gender strategy, the need for all field presences in the subregion to integrate gender mainstreaming into their reporting and a proposal for additional training on gender mainstreaming. A draft of the regional Gender and Diversity Strategy 2019-2021 was finalized. The implementation of the Strategy, which is in line with UN Human Rights’ and UN’s policy commitments, will continue in 2020. 82 UN HUMAN RIGHTS REPORT 2019 Talent and Career Management UN Human Rights is actively unleashing the full potential of its staff with focused talent and career management accessible to all. • A review of the work undertaken by the General Services staff in UN Human Rights Headquarters commenced, to review assigned work, the organizational structure and related classification levels. In addition, the regularization of staff was underway throughout the year and a comprehensive review of the conditions of service for national staff in field offices was concluded. • In 2019, UN Human Rights targeted support and access to learning opportunities for field-based staff members through the promotion of the new learning platform, LinkedIn Learning, and through the organization of the Field Administrative Staff Consultations that took place in Geneva, in May, for 28 field-based administrative staff. A total of 46 UN Human Rights staff members used LinkedIn Learning in 2019. • Following the 2018 launch of the 360-degree feedback project as a pilot for senior leaders (D1 level and above), UN Human Rights facilitated the delivery of the executive coaching package. The 360-degree feedback cycle for all managers supervising four or more staff members was rolled out in November 2018. Over 160 managers received feedback until the survey campaign closed. After reaching out to colleagues in Geneva, New York and all field presences, the data was collected and uploaded to the Vision Metrics platform, which was the main tool used to facilitate the implementation of the process. The survey was reviewed and adjusted according to the lessons