discrimination, to public offices or elective positions during the different elections organised in 2013 and 2018. The deepening of the decentralization process was one of the levers in the strategy to enhance governance and the strategic management of the State contained in the Growth and Employment Strategy Paper (GESP). During the period 2013-2018, the decentralization process continued for a better involvement of the grassroots communities. §1: Development of Inclusion in Public Jobs 129- Considering the diversity of the people remained one of the determining factors in the management of the Public Service and included adjustments to correct some shortcomings. 130- In a bid to promote inclusive access to the management of public affairs, the policy of regional quotas enshrined in Decree No. 2000/696/PM of 13 September 2000 to lay down the recruitment system for administrative competitive examinations was maintained. In this connection, the results of the competitive examination for recruitment into the Public Service are quite illustrative. Out of 1,161 persons newly recruited into the Public Service in 2016, repartition per Region of origin was as follows: Adamawa Region (46); Centre Region (182); Far North Region (107); East Region (95); Littoral Region (93); North Region (53); North West Region (156); West Region (262); South Region (96); South West Region (71). 131- With regard to gender equality70, the figures of 201771 show that women represented 47% of candidates for competitive examinations for recruitment into the Public Service, representing 10,426 women as against 11,714 men in real terms, with an admission rate of 46%, representing 818 women as against 955 men in real terms. 132- Concerning the language of expression, in 2017, there were 2,691 English-speaking candidates and 19, 449 French-speaking candidates, respectively representing 12% and 88%. The results of the said examinations show that 349 English-speaking candidates were admitted as against 1,424 French-speaking candidates, representing 20% and 80% respectively. The constitutional requirement of equality of the 2 official languages led to adjustments in the sectors of Justice and Education72. 133- With regard to persons with disabilities, Decree No. 2018/6233/PM of 26 July 2018 to lay down the terms and conditions of enforcement of Law No. 2010/2 of 13 April 2010 on the promotion and protection of persons with disabilities upholds the principle of prohibition of disability-based discrimination (section 14 (2). The obligation to create protected jobs 73 is incumbent on the State, and Councils. It is extended to the civil society and international organizations (section 16). 134- Recruitment conditions were relaxed through preferential measures such as exemption to the age limit for recruitment, with an extension ceiling of 5 years beyond the required age 74, priority given to recruitment in case of equal qualification75. In order to achieve such, registration forms for recruitment into public offices should contain entries that will make it possible to distinguish between candidates with disabilities and candidates physically fit, since candidates with disabilities can only be given tests that are compatible with their condition. 70 Concerning the representation of women in Government and territorial command, see progress made under the Maputo Protocol. 71 In 2017, there were 67 Direct Competitive Examinations, 15 competitive examinations into training schools, and 3 selection tests. 72 See below, solutions to the crisis in North West and South West Regions. 73 According to section 16 (2), a protected employment shall be a work station prepared taking into account functional possibilities and the performance capacities of the disabled person. Private employers may benefit from tax flexibility for the creation of protected employment. 74 See Article 13 of the Decree 75 See Article 14 of the Decree 28