CRPD/C/GC/8 of identities, statuses and life circumstances. Intersecting layers of identity include age, race, indigenous, national or social origin, refugee, migrant or asylum-seeking status, political or other opinion, religion, sex, sexual orientation and gender identity. 23. These concepts reflect the lived realities and experiences of heightened disadvantage of individuals caused by multiple and intersectional forms of discrimination. 23 The Committee has addressed different situations of multiple and intersectional discrimination. For example, women and gender-nonconforming persons with disabilities face an intersection of gender- and disability-related barriers in attitudes, circumstances and work itself, including the compounded effects of multiple discrimination that limit opportunities to work, affect their right to equal pay and increase the risk of violence and harassment in the workplace. Similarly, disability- and age-related discrimination interact to mean that youth and older persons with disabilities can face substantially different challenges to realize the right to work. C. Right to just and favourable conditions of work on an equal basis with others (art. 27 (1) (b)) 24. Article 27 (1) (b) refers to the protection of the rights of persons with disabilities, on an equal basis with others, to just and favourable conditions of work, including: (a) Equal opportunities and equal remuneration for work of equal value; (b) Safe and healthy working conditions, including protection from harassment; (c) The redress of grievances. 25. The right of persons with disabilities to just and favourable conditions of work is a corollary of the right to the opportunity to gain a living by work that is freely chosen or accepted. It is an important component of other rights enshrined in the Convention, such as trade union rights (art. 27 (1) (c)), and enjoyment of it is a prerequisite for, and the result of, the enjoyment of other Convention rights, such as the right to an adequate standard of living (art. 28) through decent remuneration.24 26. The right to just and favourable conditions of work is a right of all workers with disabilities in all settings, regardless of impairment, gender, age, cultural or linguistic background or migrant status, or whether they are employed in the formal or informal sectors, self-employed or employed in the agricultural sector or in rural and remote areas.25 Further, the right to just and favourable conditions of work requires that payment below the minimum wage on the basis of disability not be justified under any circumstances. 27. Just and favourable conditions of work for persons with disabilities includes the benefits and protections enjoyed by other workers, such as a retirement benefit fund, sick leave, long-service leave, parental leave, promotion, rest, leisure and periodic holidays with pay.26 28. Workers with disabilities have the right to receive equal remuneration as other workers when they perform the same or similar jobs. Further, their remuneration should also be equal even when their work is completely different but nonetheless of equal value. States parties should ensure that workplaces that are in the process of making the transition away from segregated employment are not exempt from paying equal remuneration for work of equal value. 29. The right to a safe and healthy work environment includes the requirement for a coherent national policy on occupational health that is inclusive of workers with disabilities. The aim of such a policy is to prevent accidents and injuries arising from, linked with or occurring during work. The policy should cover the protection of all workers, including those 23 24 25 26 6 Ibid., para. 16. Committee on Economic, Social and Cultural Rights, general comment No. 23 (2016), para. 47 (c). Ibid., para. 5. For further details, see Committee on Economic, Social and Cultural Rights, general comment No. 23 (2016).