A/HRC/13/60 xenophobia and related intolerance, including on challenges for refugees and asylumseekers. It was noted that it was important for the United Nations entities to submit inputs for the study. Moreover, it was proposed that the study be complemented by an expert meeting. D. Employment 85. Frederick Muia, senior adviser at IOE, pointed out that fighting against racial discrimination was in the best interest of the employer. It had an impact on business competiveness, as in the era of globalization companies needed a variety of skills, innovativeness, image and reputation, and a human resource pool. All communities must be included in the labour market, to foster social cohesion and industrial relations, potential and productivity. It was noted that the cooperation of enterprises, NGOs, Government and trade unions needed to be enhanced to promote tolerance and change people’s mindsets. 86. The panellist outlined a number of practical measures that could be undertaken by employers aiming to eliminate racial discrimination: systematic anonymization of CVs eliminated discrimination based on applicant’s name or origin, and could be done in close collaboration with employment agencies; scholarships and internships for students and young people from underrepresented communities; intensified exchange of good practices; increase of campaigns and awareness-raising initiatives, and codes of conduct; efforts to make cultural allowances; organization of trainings; introduction of anti-harassment policies and disciplinary procedures. 87. Esther Busser, deputy representative of ITUC, noted that workers from vulnerable population groups were concentrated in the lowest-paid jobs with the worst working conditions, without social security and, in many cases without trade union representation to ensure respect for their rights. It was stated that the Decent Work Agenda could also be mobilized to address racial discrimination and xenophobia at the workplace. 88. The panellist pointed out a number of problematic issues, such as the lack of awareness and mobilization against racism, the absence or inadequate involvement of workers from discrimination groups in trade union activities, the poor representation of those workers in decision-making instances and the inadequate integration of the subject in the social dialogue process. 89. The speaker highlighted several actions that could be undertaken by Governments, including: providing resources for awareness-raising campaigns and wide-ranging training programmes on diversity in the workplace and implementing positive actions to prevent and eradicate racial discrimination at work; establishing national observatories and an international observatory on the impact of racial discrimination and xenophobia on the employment market and associated mechanisms for receiving complaints; establishing monitoring mechanisms and a legal framework covering racism in the media; promoting the development of a database and systematic studies aimed at following the evolution of the issue; disseminating good practices and regular reports to the workers, their unions as well as to employers and companies; examining and strengthening employment policies; implementing capacity-building programmes for labour inspectors; and establishing mechanisms to assist the victims of racial discrimination in the workplace. 90. Several delegates highlighted the importance of having monitoring mechanisms on racial discrimination and related intolerance at the workplace put in place by the employers. It was noted that efforts should be strengthened to eliminate negative stereotyping in the process of recruitment. 91. Several delegates pointed out that implementation of international norms was an important step. It was noted that the promotion of diversity at the workplace was essential. GE.10-10828 13