CRPD/C/GC/8 (d) Expressly recognize the denial of reasonable accommodation as discrimination and prohibit multiple and intersectional discrimination, and harassment; (e) Ensure proper transition into and out of employment for persons with disabilities in a non-discriminatory manner, and equal and effective access to benefits and entitlements, such as retirement or unemployment benefits, which must not be infringed upon by exclusion from employment, thereby further exacerbating the situation of exclusion; (f) Promote work in inclusive, accessible, safe and healthy working environments in the public and private sectors, including access to suitable bathroom facilities; (g) Ensure that persons with disabilities enjoy equal opportunities for career advancement through regular assessment meetings with their managers and by defining the objectives to be achieved, as part of a comprehensive strategy; (h) Ensure access to training, retraining and education, including vocational training and capacity-building for employees with disabilities, and provide training on the employment of persons with disabilities and reasonable accommodation for employers, representative organizations of employees and employers, unions and competent authorities; (i) Work towards universally applicable occupational health and safety measures, including occupational safety and health regulations that are non-discriminatory and inclusive of persons with disabilities; (j) Recognize the right of persons with disabilities to have access to trade and labour unions. 65. The Committee on Economic, Social and Cultural rights has also identified core obligations regarding the right to just and favourable conditions of work. 55 In particular, States parties should: (a) Put in place a comprehensive system to combat gender discrimination at work, including with regard to remuneration; (b) Establish in legislation and in consultation with workers and employers, their representative organizations and other relevant partners, minimum wages that are non-discriminatory and non-derogable, fixed by taking into consideration relevant economic factors and indexed to the cost of living so as to ensure a decent living for workers and their families; (c) Define and prohibit harassment, including sexual harassment, at work through law, ensure appropriate complaints procedures and mechanisms and establish criminal sanctions for sexual harassment; (d) Introduce and enforce minimum standards in relation to rest, leisure, reasonable limitation of working hours, paid leave and public holidays. V. Relationship with other articles of the Convention 66. Article 5 of the Convention, on equality and non-discrimination, requires States parties to promote inclusive equality and eliminate discrimination – direct discrimination, indirect discrimination, denial of reasonable accommodation, harassment and discrimination by association – in all matters of work, employment and the employment cycle. Furthermore, women with disabilities, gender-nonconforming persons with disabilities, older persons with disabilities and young persons with disabilities face an intersection of barriers, related to sex, gender, age and disability, that limit opportunities to work, adversely affect enjoyment of the right to equal pay for work of equal value and increase the risk of violence and harassment in the workplace. 67. Women with disabilities (art. 6) experience multiple and intersectional discrimination in work and employment and throughout the employment cycle, resulting in barriers to equal participation in the workplace. Such barriers include sexual harassment, unequal pay for work 55 14 Committee on Economic, Social and Cultural Rights, general comment No. 23 (2016), para. 65.