A/70/212 minorities to study in order to acquire the necessary academic o r professional qualifications. 112 81. Recruitment policies that take no formal account of national or ethnic origin, or religious or linguistic background, have tended to result in underrepresentation of minorities in law enforcement institutions. Affirmative action or temporary special measures may therefore be necessary, including at the most senior levels. 113 India has, for example, been implementing a “15-point Programme for the Welfare of Minorities” over nearly a decade, focusing on special consideration for minorities in respect of their recruitment into State and central government police forces, as well as on ensuring that the composition of selection committees are representativ e of disadvantaged minorities. 114 82. Retention and vertical mobility for minority representatives are as im portant as initial recruitment. 115 Among the reasons given by minority police officers for resigning from their post are difficulties inherent in integrating into the occupational culture, frustration at the way in which supervisors dealt with daily racist bant er, and aggressive policing of ethnic minorities. 116 While Governments, including senior police officials, have a duty to stop such behaviour, peer -to-peer support can also play an important role. In Hungary and the United Kingdom of Great Britain and Northern Ireland, for instance, police officers from minority backgrounds have organized support networks for themselves and their colleagues. 117 83. Participation of minorities in designing laws and policies and advising on procedures is important to ensure that these laws, policies and procedures are vetted for any disproportionate impact on minorities. This implies better representation of minorities within all branches of government and a greater degree of consultation with the relevant communities. 3. Training 84. Non-discrimination and promotion of cultural diversity should be part of the professional training of all staff within the criminal justice system. 118 __________________ 112 113 114 115 116 117 118 22/27 In Hungary, police scholarship and summer camps were introduced for Romani secondary school students. (A/HRC/10/38/Add.1 (2009) p. 9). Serbia reports that its police agencies advertise in national minority languages to encourage applications, and make certain that written tests available in national minority languages (response to questionnaire). Basic Principles on the Role of Lawyers, principle 11; A/HRC/27/68 (WGPAD report on access to justice, 2014), para. 60 (o); A/HRC/24/52/Add.1 (WGPAD, visit to the United Kingdom, 2013), para. 66; OSCE Recommendation on Policing No. 6; and;. Human Rights Committee, General Comment No. 18 (1989), para. 10. See also Wouter Vandenhole, Non-Discrimination and Equality in the view of the UN Human Rights Treaty Bodies (Cambridge, United Kingdom, Intersentia, 2005), p. 188. See http://www.minorityaffairs.gov.in/pm15point. OSCE Recommendations on Policing in Multi-Ethnic Societies, recommendation 7. See, e.g., Simon Holdaway and Anne-Marie Barron, Resigners? The Experiences of Black and Asian Police Officers (Basingstoke, United Kingdom, Palgrave Macmillan, 1997). E.g., United Kingdom, Gypsy, Roma and Travellers Association (http://www.grtpa.com/); National Black Police Association (http://www.nbpa.co.uk/); and Hungary, Fraternal Association of Roma Law Enforcement Officers (http://www.faerleo.com/). CERD/C/MLT/CO/15-20 (CERD, 2011), para. 11; CERD/C/SVK/CO/9-10 (CERD, 2013), para. 7; CERD/C/ECU/CO/20-22 (CERD, 2012); and Principles and Guidelines on Fair Trial and Legal Assistance in Africa, 2003, part B (c). 15-12578