discrimination and their compounded negative impact on the women concerned” and to eliminate them through appropriate policies and programs. On the other hand, it is noteworthy the Optional Protocol to the CEDAW Convention which established two complaints procedures – an individual complaints procedure (art. 2) and an inquiry procedure (art. 8) in order to address violations of women`s rights. This important instrument which has already enriched the international jurisprudence, particularly in the area of domestic violence, must be more widely disseminated and better utilized to the benefit of women belonging to national or ethnic, religious and linguistic minorities, including the Roma women, and to other vulnerable groups of women. Challenges and barriers to women in work place As shown by the CEDAW Committee’s consideration of reports from states parties and by various studies, minority women face numerous challenges and barriers in their access to labour market and full participation in the economic life. There is a wide range of barriers from those pertaining to deep-rooted forms of discrimination experienced by minority women such as gender stereotyping, violence and coercion, limited access to education and public representation, up to institutional obstacles and cultural challenges. Women’s vulnerability is exacerbated by poverty, illiteracy and lack of economic independence. Discriminatory laws and practices, particularly in the customary law, that have persisted in many countries, in areas such as personal status, domestic violence, property rights, inheritance and employment have a direct negative impact on women. From among the main barriers to entrance to labour market for minority women we note: lack of professional education and of formal qualifications, limited knowledge of the official language, low awareness of job opportunities, geographical location of jobs away from place of residence, lack of public infrastructure for childcare and financial problems. Likewise, some cultural traditions and settings may discourage women’s involvement in employment, in particular domestic responsibilities and childcare as well as stereotypical mentalities and family or community pressures against women’s working outside the home. On the other hand, women belonging to minority groups are often subject to unfair treatment and discrimination as well as to sexual harassment in the workplace. Moreover they are more vulnerable to the impact of economic crises and to high rates of unemployment. Another cause for concern is the concentration of women in the workforce in general, and minority women in particular, in the informal economy because of their difficulties to accede to formal sector. They work in lower paid areas, in small enterprises, self-employed businesses, in domestic work and as unpaid family workers and caretakers. Within the informal economy women have more often than men jobs with low and unstable earnings and face higher risks of poverty. Likewise, they are often excluded from social protection programmes, benefits and pensions.