Even countries with modern anti-discrimination laws and well-designed incentives for employers may find it difficult to curtail discriminatory practices if, de facto, the law is not enforced. Policy makers should ensure that equality bodies, labour inspectorates and other agencies that are in charge of enforcing anti-discrimination laws are sufficiently resourced and staffed with adequately trained personnel. Similar concerns apply to the policy initiatives to curb informality outlined in the next section. Fighting informality requires concerted policy action based on three pillars: increasing the benefits of formalisation, reducing the costs of formal employment and strengthening enforcement mechanisms (see OECD, 2015b, and OECD, 2008, Chapter 2 for a detailed discussion).