recast in terms of the freedom of movement of persons, which can be conditioned with guaranteed labour rights for migrants. 2. The situation of minorities in relation to the current, global economy warrants particular attention in the report. In paragraphs 42-46, I believe there is an opportunity to identify transnational corporations specifically. There is an allusion in para. 44; however it might be welcome to link John Ruggie's work specifically to the protection of minorities. It might also be useful to reference the inclusion in the ILO Guidelines of equality (it might also be appropriate to refer to OECD guidelines despite its limited membership because of the concentration of MNCs headquartered in OECD member states). A broader but related comment on corporate social responsibility and soft law standards might also be in order in the Report. Sometimes, states rely on soft law such as codes of corporate practice not because they lack regulatory authority, but because they have chosen for a mix of economic reasons to privilege self-regulation by an industry, even when the labour standards of minorities in marginalized sectors are disregarded. This was the case in the example of segregation in the agricultural sector that I mentioned at the outset. The reliance on “model contracts” for migrant domestic workers without robust legislative frameworks in the background is a similarly problematic phenomenon. I would encourage the Rapporteur to caution that reliance on soft law in employment contexts where minorities predominate may lead to a severe degradation over time of the applicable hard law rules (equality, respect for labour rights) that exist for majority culture workers. Legal form matters. So too implementation and compliance mechanisms need to be applied attentively to racialized minorities. 3. The recommendation in paragraph 50 about equal representation of minority groups among their national and international staff is praiseworthy in its intent and should be extended to the UN human rights system and development agencies. That said, I believe it will need to be articulated more precisely - is it equal (numerical equality, if minorities are numerically smaller?) or equitable representation or even proportional (possibly unduly rigid). I would go so far as to suggest a recommendation that urges the UN and other agencies to promote hiring policies that foster the active recruitment and retention of members of minority groups (international employment equity). Thank you for listening; I look forward to your questions and comments.