A/69/261 A. Recommendations addressed to State institutions 74. States should establish effective anti-discrimination legislation which, inter alia, covers employment in public and private institutions. Such legislation must include the prohibition of discrimination on the basis of religion or belief. Issues of multiple and intersectional discrimination — for instance, on combined grounds of gender and religion or belief — require specific attention. 75. In order to ensure an effective implementation of anti-discrimination legislation, appropriate monitoring mechanisms should be put in place. National human rights institutions, operating in line with the Paris Principles, may be particularly well-suited to take an active role in this endeavour. They should also help to identify indirect discrimination (or other forms of concealed discrimination) based on religion or belief at the workplace, including by gathering relevant disaggregated data. 76. States should set positive examples of respect for religious diversity in their own employment policies within State institutions. Good practice in this area should serve as a model to be followed in the private sector and in other societal areas. 77. States should provide diversity training and advisory services for public and private employers concerning religious tolerance and non-discrimination in the workplace. This should include advice as regards policies of reasonable accommodation of religious and belief diversity in the workplace. 78. Policymakers, legislators and judges should treat claims of reasonable accommodation as an important part of combating indirect discrimination based on religion or belief. B. Recommendations addressed to public and private employers 79. Public and private employers should generally understand religious tolerance and diversity as a positive asset and as an integral and important part of their corporate identity. Diversity should, inter alia, combine consideration of gender issues with tolerance and respect for religious diversity. 80. Employers should foster an atmosphere of trustful and respectful communication, which allows employees, including members of religious or belief minorities, to express their problems and discuss their needs openly, as a preliminary to detecting concealed forms of intolerance and instances or patterns of indirect discrimination. 81. Employers are encouraged to develop policies of reasonable accommodation of religious or belief diversity at the workplace in order to prevent or rectify situations of indirect discrimination and to promote diversity and inclusion. 82. Experiences with policies of reasonable accommodation can be shared among peers and with other stakeholders in order to establish and encourage good practice. 22/23 14-58756