A/70/310 exploitation they suffer, as they fear retaliation from recruitment agents and employers: they cannot afford being fired and sent back home or being barred from future work abroad, as this would mark the end of the migration project in which so much has already been invested. 44. Moreover, the redress mechanisms that exist in labour law systems are most often complaint-based: the onus is on the migrant herself to bring forward a complaint about her exploitation. If migrants do not complain, little can be done to provide effective redress. IV. Shifting the bottom line: wholesale transition to an ethical system 45. These economic dynamics and the perverse incentives they create make wholesale transition to an ethical system vital. If transition to more ethical recruitment practices is voluntary and/or piecemeal, the companies least responsive to change will gain a competitive advantage by being able to maintain prices that are based upon the suffering of migrants. 46. While the impossibility of rewriting international labour recruitment practices overnight is acknowledged, Governments can achieve wholesale change through approaching the problem from a systemic and holistic perspective, and integrating the perspectives of migrants, private sector organizations and civil society into the development of a range of legal and policy interventions. The issue of international recruitment practices and the impact on the human rights of migrants is gaining increased attention within international debates about human rights, migration and sustainable and equitable development. Governments, businesses and civil society organizations are becoming more sensitized to the complex issues and there are examples of good practices in relation to government laws and policies, regional cooperation, and private companies, as discussed in the annex available on the Special Rapporteur’s website. It is vital to build upon these elements of progress, in order to nurture, within the political class, the moral compass and the political courage necessary to transform the treatment of migrants during recruitment. 47. Creating this wholesale shift cannot be achieved by tackling separate elements of the problem, or working exclusively with limited stakeholders groups. It requires a comprehensive range of initiatives that tackle the root causes and structural elements of current practices over the short, medium and long term. It must include the perspectives of all stakeholders: migrants, civil society, private sector, governments, and international organizations. 48. Transition to an ethical system should be based upon the United Nations Guiding Principles on Business and Human Rights and the wealth of human rights instruments, labour standards and soft law norms. 49. The key elements of such a transition are discussed below, including relevant current examples of good practices that should be built upon, and followed by detailed recommendations for States Members of the United Nations, international organizations and private sector organizations. 12/26 15-13569