A/HRC/56/54 and that their rights should be protected, regardless of the contributions that they make to society. A. Protection of the human and labour rights of migrants, irrespective of their status 1. Anti-discrimination legislation and policies 73. Anti-discrimination legislation and the protection of human rights are pivotal for enabling migrants to fully contribute to society. Xenophobia and policies based on xenophobia greatly jeopardize the realization of the entire international human rights normative framework, including the Global Compact for Migration, the Global Compact on Refugees, the Sustainable Development Goals and the Durban Declaration and Programme of Action.81 Evidence from every region shows a dire need to address xenophobia. 74. Greece enforces equal treatment in employment. In Australia, individuals can file complaints under anti-discrimination laws. The National Integration Plan of Uruguay includes a section on discrimination, racism and xenophobia. Serbia works to prevent xenophobia and intolerance, in accordance with the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families and the Convention on the Rights of the Child. Switzerland tackles anti-discrimination by raising awareness of racial discrimination, carrying out monitoring and reporting on the situation, funding projects to combat racism and strengthening legal protections against discrimination.82 2. Measures to curtail debt-financed migration, including anti-trafficking legislation 75. Anti-trafficking efforts are key to migrants’ safety and societal contributions. Australia identified exploitation within its visa system, prompting the creation of a centralized compliance mechanism to protect workers and ensure employer accountability and requiring agents to inform clients about workplace rights and exploitation reporting methods.83 3. Incorporation and implementation of international labour standards 76. Incorporating international human rights and labour standards is essential for migrant workers’ rights. This includes the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families and key ILO conventions and protocols, including the Migration for Employment Convention (Revised), 1949 (No. 97), the Migrant Workers (Supplementary Provisions) Convention, 1975 (No. 143), the Equality of Treatment (Social Security) Convention, 1962 (No. 118), the Private Employment Agencies Convention, 1997 (No. 181), the Domestic Workers Convention, 2011 (No. 189), and the Violence and Harassment Convention, 2019 (No. 190). 77. Fair recruitment practices are key to protecting the rights of migrant workers. The ILO Fair Recruitment Initiative has spurred revisions of private recruitment agency regulations, drawing on the ILO general principles and operational guidelines for fair recruitment and definition of recruitment fees and related costs, which are based on international labour standards. Reforms have occurred in Guatemala, the Lao People’s Democratic Republic and Uganda, and the Government of the United States has issued relevant guidance on the matter. The ILO principles and operational guidelines have also been incorporated into the regional 81 82 83 GE.24-07075 See the concept note on a joint general comment/recommendation of the Committee on the Elimination of Racial Discrimination and the Committee on the Protection of the Rights of All Migrant Workers and Members of Their Families on addressing and eradicating xenophobia and its impact on the rights of migrants, their families and other non-citizens affected by racial discrimination, December 2023, available at https://www.ohchr.org/en/calls-for-input/2024/callsubmissions-concept-paper-cerd-cmw-joint-general-commentrecommendation. Submissions by Australia, Greece, Serbia, Switzerland and Uruguay. Submission by Australia. 13