78 LABOUR RIGHTS Organizations can supply information directly to the ILO secretariat. The Committee of Experts and the Conference Committee have emphasized the value of such comments, if they contain verifiable information such as laws, regulations or other official documents. There is a suggestion (not a requirement) that governments consult with indigenous and tribal peoples’ traditional organizations in preparing their reports on Convention No. 169. Some governments, such as Norway, have done so, and some indigenous organizations have sent shadow reports to the Committee of Experts. Towards better minority protection Ensuring equality in respect of access to education and training, access to employment, and terms and conditions of employment is fundamental in promoting and protecting the human rights at work of members of indigenous and minority groups. Inequality has serious consequences for minority workers and their families, which can lead to social exclusion and marginalization, and even to conflict. This is confirmed by the ILO’s experience and is increasingly being recognized by the international community.23 The principles of non-discrimination and equality, as contained in relevant ILO instruments, are effective tools in protecting minorities because they require substantive rather than formal equality, and provide for the prohibition of indirect as well as direct discrimination. ILO standards address the situations of minorities as a group, striking a balance between the need for individual and collective protection. Active participation of social partners is envisaged by ILO instruments and the possibility of workers’ and employers’ organizations to submit observations and complaints of a collective nature, allows the ILO to take up discriminatory situations as a whole, which is crucial for tackling structural discrimination. However, the ILO can also request states to take compensatory measures in respect of individuals who have suffered discrimination. The Committee of Experts has also made it clear that Convention No. 111 requires governments to provide for accessible procedures and institutions to remedy individual cases of discrimination. There is a continuing need for better implementation. ILO research indicates that hidden discrimination against ethnic minorities in employment and occupation is widespread.24 It is crucial that measures are undertaken to identify and remedy indirect, structural and hidden discrimination against minority groups. Targeted measures to increase the opportunities of minorities in education and training, as well as employment, are essential. A condition for the establishment of policy and programmes based on the rights of minorities and their real needs is the availability of reliable data and research. Equality training for ‘gatekeepers’ in the labour market institutions has been identified as key for employment equality.