Similarly, I have been informed that at the Brussels Airport in Belgium, an information-based behavioural profiling system that is not linked to race has been implemented, which stresses behavioural risk factors. This allows officers to focus their attention on characteristics other than nationality or ethnicity. I would like to reiterate my call to Member States that are yet to enact specific legislation outlawing racial and ethnic profiling to work toward doing so. Ethnic and racial profiling by law enforcement agencies should be unequivocally prohibited and punished by law. In addition to a comprehensive legal framework, it is also crucial that States gather law enforcement data, including statistics disaggregated by ethnicity and race, in order to evidence the prevalence and extent of racial and ethnic profiling. Such data are crucial for identifying the characteristics and scope of discrimination, and developing effective strategies and measuring progress (or regression). Such data should also be collected on the basis of self-identification and consent of individuals, and be used with due consideration for data protection and privacy guarantees at all stages of the criminal justice system. Of course, concerns over the misuse of the data have arisen, but there are measures that can be set in place to address these concerns. For instance, through the anonymization of data and time limits for retention of personal data, as well as training of civil society and minority groups on data collection methodologies and ensuring their involvement throughout the process. I dedicated my latest report to the General assembly to this subject. The inclusion of minorities and historically discriminated against groups within the justice system is key to improving diversity throughout the system and developing a culture of non-discrimination and tolerance. States should assess the composition of relevant agencies, and adopt measures to overcome barriers to the recruitment, promotion and retention of members of minorities. These measures should include affirmative actions, such as pro-active recruitment strategies in minority areas, and be specifically targeted to achieve increased participation and upward mobility. Removing formal barriers to recruitment, such as specific physical, educational or other requirements that are difficult for minorities to meet is a good starting point, as is creating of respectful and culturally sensitive working environments. Community outreach is key to this end, as