A/HRC/16/46 representative networks or organizations, including with the support of meeting space, legal advice, start-up funds or advice on institution-building. 50. Trade unions should ensure the full, effective and equal participation of minority union members in leadership and decision-making structures of the union. They should ensure that information on trade union activities is accessible to minorities, including through translation into relevant minority languages or outreach to minority media outlets. 51. Trade unions should survey union members to identify issues of discrimination on the basis of minority identity, including multiple and intersecting forms of discrimination on the basis of sex, age, disability, sexual orientation and gender identity, that have affected equal access to employment and labour rights. Trade unions should establish task forces to develop plans of action to eradicate labour practices that discriminate against minorities. E. Private business sector, including national and transnational corporations 52. All business enterprises should ensure that their operations comply with national and international labour standards. Employers should ensure that persons from minority groups have access to their labour rights without discrimination, including in the areas of hiring, remuneration, promotion, the right to join and form trade unions and to take part in their activities, access to employment tribunals, maternity leave, childcare and pensions. 53. Employers should aim for a workforce that reflects the ethnic, religious and linguistic diversity of the national or local population. Job vacancies should be advertised in local minority media outlets and recruitment drives should reach out to local community organizations. Companies also should adopt affirmative programmes and special retention initiatives, and consider the creation of designated traineeships for persons belonging to minorities. Businesses should train employees on nondiscrimination, minority rights and cultural awareness and, where appropriate, offer services in minority languages. The appointment of data protection officers should be encouraged. 54. Initiatives on corporate social responsibility should integrate attention to minority rights in their monitoring, accountability and capacity-building activities. Such initiatives should aim at having a real impact on the enjoyment of human rights of minorities and be evaluated in accordance with this goal. In particular, high standards of due diligence should be maintained to prevent and eliminate any negative effects of corporate activities on the lands, resources, traditional knowledge, culture and beliefs of minority groups. 55. Business associations should work with minority businesses and minority business associations to safeguard their equal protection before the law and under relevant regulatory frameworks. Minorities could consider the establishment of minority business associations to facilitate the promotion of minority businesses and protection of minority rights in the domestic legal and regulatory framework directed at business and enterprise. 12